This course includes
- 2 days of live, project-based training from experts
- Proprietary workbook included
- Verified digital certificate of completion
- Learn at an accredited institution
- Credits: 1.2 CEUs
- Small class sizes
Great organizations need leaders who see their role differently than just being a super technical staff member. This highly interactive course will help staff cross the threshold toward becoming super leaders by understanding what makes a good leader, how to motivate others, and create an environment of accountability for high performance. This course will examine the traits, characteristics, and styles of successful managers and leaders that can be learned and practiced, as well as why people in leadership positions often fail. We will explore ways to inspire and motivate staff through constructive coaching, growth opportunities, and appreciation. This session also explores the communication tools, approaches, and techniques to inspire a new level of performance accountability, self-awareness, innovation, and commitment through empowerment and ownership.
Target Audience
High-potential and aspiring staff, managers, and current leaders at all levels who are stepping up to the next level of organization effectiveness in learning, refreshing, and practicing the art and science of leadership. This course focuses on leadership principles and techniques that apply universally to the dynamics of leading people and change in an innovative, accountable culture for high performance.
What You'll Learn at a Glance
- Define and develop characteristics of leadership and leadership behavior.
- Avoid the behaviors and actions that cause leaders to fail in leadership roles.
- Set and articulate clear expectations through mission, vision, objectives, and policies.
- Define Management functions and how they differ from leadership.
- Apply the right leadership style to fit the situation - learning to adjust.
- Measure performance for individual and organizational results and accountability.
- Delegate work and empower staff for growth and performance.
- Use the appropriate style and methods of motivating staff.
- Create a culture of innovation, trust, and teamwork.
- Develop and grow staff competencies through coaching and feedback.
Course Syllabus
Module 1: Defining Leadership for High Performance
- Make the leap from staff to leader—lead by example and influence, not control.
- Identify sources of power/authority and contrast what managers do vs. what leaders do.
- Build trust with stakeholders and balance technical (task) and human-relations roles.
- Align work with stakeholder needs using strategic customer value analysis.
Module 2: Setting Direction and Tone
- Craft clear mission and vision statements (exercises on pp. 11–13).
- Define/operationalize organizational values to set behavioral expectations (worksheet p. 14).
- Assess and shape culture to promote initiative, innovation, and accountability.
- Lead change with people-first communication and scan PESTLE external forces (pp. 16–18).
Module 3: Leadership Styles
- Build powerful relationships and teams using the seven “Cs”; avoid common management traps.
- Adapt style (autocratic, democratic, laissez-faire) to the situation; reflect with self-assessments.
- Foster creativity and managed risk-taking (brainstorming, SWOT, scenarios).
- Develop emotional intelligence; use DiSC and conflict-style tools to handle difficult personalities (pp. 30–35).
Module 4: Leading with Communications
- Plan audience-centered messages; practice active listening and effective body language.
- Use persuasive Ethos/Logos/Pathos to gain buy-in (diagram p. 42).
- Delegate with SMART expectations and checkpoints; prevent re-delegation.
- Empower others through questions that create ownership and clarity.
Module 5: Accountability
- Define responsibility, ownership, and accountability; connect to GAO Green Book & OMB A-123.
- Set SMART objectives and W-by-X-by-Y-by-Z; measure activity, outputs, and outcomes (Balanced Scorecard p. 49).
- Build an accountable culture using a “Broken Window” policy with clear consequences.
- Practice personal accountability and give/receive clear assignments and feedback.
Module 6: Motivation and Recognition
- Differentiate intrinsic vs. extrinsic motivation and leverage loss/gain dynamics.
- Identify individual motivators to build engagement; avoid one-size-fits-all incentives.
- Design recognition that is specific, meaningful, timely, and sincere.
- Reflect on appreciation practices and their impact on performance.
