High Performance Team Leadership For Modern Teams

via Coursera Specialization

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Provider

Coursera Specialization
Pricing

Paid Course
Languages

English
Certificate

Certificate Available
Duration & workload

12 weeks, 10 hours a week

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Overview

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Stop managing by intuition and start leading with systems. Across five courses, you’ll build a practical management operating system: outcomes and metrics, roles and decision governance, meeting design and follow-through, coaching and delegation for development, and morale and retention playbooks for hybrid teams. By the end, you’ll have templates and routines you can implement immediately to improve clarity, execution, and team stability. You’ll practice with realistic scenarios and build artifacts you can reuse, like metrics trees, RASCI maps, decision logs, meeting systems, scorecards, and retention dashboards. Each course ends with applied assessments that help you tailor these systems to your own team and context.

Syllabus

Course 1: High-Performance Team Leadership: Lead Teams That Deliver
Course 2: Meeting Mastery: Clear Outcomes, Better Decisions
Course 3: High-Morale Teams: Build Belonging, Energy, and Focus
Course 4: Keeping Great People: A Team Leader’s Retention Playbook
Course 5: Performance that Sticks: Coaching, Delegation & Development

Courses

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19 hours 56 minutes
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Build a team where people feel energized, valued, and motivated to do their best work—without relying on perks or constant pressure. In this course, you’ll learn what truly drives morale and how to strengthen it with practical, manager-friendly tools. You’ll apply the science of motivation (autonomy, mastery, and purpose), identify the foundations of morale (psychological safety, trust, fairness, and clarity), and use a simple morale-mapping method to spot who’s energized, bored, overloaded, or stuck—before problems escalate. You’ll also learn how to design belonging and inclusion rituals that work in hybrid and remote teams, give recognition that actually lands (without favoritism or “recognition inflation”), and keep progress visible through async momentum practices. Finally, you’ll explore how to energize work through better job design, job crafting, and sustainable stretch assignments that grow your team without burning them out. By the end, you’ll have a practical toolkit you can use immediately in one-on-ones, team meetings, and day-to-day leadership—so morale becomes something you can intentionally build, measure, and sustain.
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20 hours 48 minutes
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e.g. This is primarily aimed at first- and second-year undergraduates interested in engineering or science, along with high school students and professionals with an interest in programming.Lead high-performing teams by designing the systems that make execution consistent, fast, and scalable. In this course, you’ll learn how strong managers translate company goals into clear team outcomes, define success signals, and build alignment around what “good” looks like. You’ll practice outcome mapping and metrics trees to connect daily work to measurable results, assign ownership without creating blame, and diagnose gaps when outcomes or measurement are unclear. You’ll also learn how to reduce friction through role clarity, clean handoffs, and responsibility mapping using frameworks like RACI, RASCI, and DACI. Finally, you’ll build lightweight operating standards—Definitions of Ready, Definitions of Done, and practical SOPs—and structure a team knowledge base that supports onboarding, autonomy, and scale. By the end, you’ll have practical templates and ready-to-use artifacts you can apply immediately to improve decision speed, execution quality, and team performance.
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23 hours 33 minutes
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e.g. This is primarily aimed at first- and second-year undergraduates interested in engineering or science, along with high school stKeeping great people isn’t an HR initiative—it’s a manager’s system. In Keeping Great People, you’ll learn a practical, team-level retention playbook you can use immediately to spot risk early, prevent burnout, reduce day-to-day friction, and create the career momentum that keeps top performers engaged. You’ll start by learning why people really leave (beyond compensation) and how to recognize early warning signals—behavior shifts, “near exits,” change fatigue, and stalled progress—before they turn into resignations. Then you’ll build lightweight team-health metrics and a simple dashboard to track trends without running a full engagement survey. Next, you’ll design a sustainable pace through capacity planning, workload rebalancing, and work-in-progress limits—plus clear manager moves to remove process, tool, and “politics” friction. You’ll also learn how to co-create fair, transparent flexible work agreements within your scope. Finally, you’ll strengthen career momentum through stretch opportunities, sponsorship, and making wins visible and fairly credited. You’ll wrap up with stay interviews, personalized commitments, and continuity planning so growth and transitions don’t create chaos. By the end, you’ll have a one-page retention playbook and a set of repeatable rituals to keep your best people longer.udents and professionals with an interest in programming.
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19 hours 56 minutes
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e.g. This is primarily aimed at first- and second-year undergraduates interested in engineering or science, along with high school students and professionals with an interest in programming.Meetings shouldn’t be where work goes to die. In this course, you’ll learn a practical system for turning meetings into clear outcomes, better decisions, and consistent follow-through—whether your team is in-person, remote, or hybrid. You’ll start by diagnosing why meetings fail and how to decide when you shouldn’t meet at all. Then you’ll learn to define purpose and outcome statements, choose the right meeting type and cadence, and design agendas that drive results instead of endless discussion. You’ll also master the “before the meeting” work: writing pre-reads that people actually read, selecting the right participants using RACI/RASCI, and assigning roles that keep meetings moving. From there, you’ll level up your facilitation: timeboxing, WIP limits, inclusive techniques that surface every voice, and decision frameworks like RAPID and reversible vs. one-way decisions. Finally, you’ll build habits that stick—capturing decisions and action items so progress doesn’t evaporate after the call ends. By the end, you’ll be able to run fewer meetings—and make the ones you keep dramatically more effective.
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23 hours 26 minutes
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e.g. This is primarily aimed at first- and second-year undergraduates interested in engineering or science, along with high school students and professionals with an interest in programming.Most performance problems don’t fail because people don’t care—they fail because “good” is unclear, feedback is fuzzy, and development has no system behind it. In this course, you’ll learn a practical, repeatable approach to improving performance that’s grounded in clear standards, coaching conversations that lead to behavior change, and development mechanisms that actually stick. You’ll start by turning vague expectations (like “be more proactive”) into observable performance standards tied to outcomes and behaviors. Then you’ll build a lightweight scorecard using a handful of leading and lagging signals—so performance discussions are fair, specific, and based on shared evidence instead of memory or impressions. Next, you’ll practice giving feedback that’s actionable and non-judgmental using structured models like SBI and AID, and you’ll add feed-forward techniques to shift conversations from rehashing mistakes to improving what happens next. From there, you’ll design development systems that scale: delegation levels matched to readiness and risk, Individual Development Plans with milestones, and deliberate practice loops supported by mini-rubrics. Finally, you’ll learn how to manage performance variance across a team—supporting high performers without creating hero culture, unlocking growth in solid contributors, and addressing low performance with clarity—while building peer coaching and mentorship structures that reinforce development beyond the manager.