Disruptive Leadership Masterclass Series

(2 Days)

• “A leader’s singular job is to get results”. But even with all the leadership training programs and “expert” advice available, effective leadership still eludes many people and organizations. One reason, says Daniel Goleman, author and a leading expert on the impact of Emotional & Social Intelligence on Leadership Effectiveness, is that such experts offer advice based on inference, experience, and instinct, not on quantitative data. Emotional & Social Intelligence competencies are perhaps the most challenging for leaders to effectively develop and yet it is the one that often has the most impact.
• Leaders need to develop a repertoire of six leadership styles each derived from different emotional intelligence competencies, works best in particular situations, and affects the organizational climate in different ways. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance.
• The Results-based Leadership (RBL) approach premise is that since leaders lead people, the style with which they do it is important. It must truly represent you, fit with the situation, the results you wish to achieve, and the people you hope will follow your lead. In truth, having a particular style is not as essential to being a leader as having a vision of what could exist, being committed to the vision, bringing great energy to realizing that vision, and having people to support you towards achieving the organizational results.
• The concept of ‘engagement’ can be defined in many ways. Essentially, engagement is a measure of how an organization values its employees and how employees value their organization and recognize that every individual is at liberty to decide whether to do the minimum required of them or to do more. Engagement can also be taken to represent the degree of empowerment to which staff are involved in decision-making and/or the openness and perceived effectiveness of communication. Hence, leaders have a key role in cultivating a strong culture of engagement which drives employee satisfaction and retention.

• This intensive managerial leadership training program combines proven-in-action techniques with peer interaction and insights from the latest research to help the participants master the emotional and social intelligence competencies of effective executive leadership.
• The workshop combines proven-in-action techniques with peer interaction to help the participants to: 

• • Immerse them in innovative experiential learning that will take them out of their comfort zone and with these experiences acting as a catalyst; encourage them to think deeply about themselves as a manager and leader
  • Leave this program with a renewed sense of energy as time out from the day-to-day gives them space and freedom to think and self-reflect as a leader
  • Gain a clear understanding of leadership in today’s changing business environment
  • Understand the Emotional Intelligence (EI) competency framework
  • Link emotional intelligence and leadership effectiveness
  • Understand the repertoire of leadership styles that can impact employee engagement
  • Understand the best practices to impact and influence their teams to achieve performance goals and enhance organizational climate
  • Appreciate how effective leadership can influence behavior, goals, and effective decision–making
  • Develop a SMART 90-Day Leadership Development Plan

This workshop will employ a combination of teaching methods to foster both critical thinking and cooperative and active learning. The workshop will incorporate both traditional and interactive methods of teaching, including the use of video materials, published literature and articles, case studies, etc.

(2 Days)

• Innovative organizations are leveraging new business models, service innovations, and applying technologies to disrupt industries and develop new markets globally.
• Incumbent organizations, on the other hand, need to rediscover, harness and respond to the opportunities and challenges of strategic innovation.
• Developing a culture of innovation internally leads to higher employee engagement, empowerment of your employees to assist in solving some of your most vital problems, an effective method for capturing their ideas and acting on them and finally, an increase in cost savings.
• Today’s change management initiatives have become a business discipline, driving bottom-line results through changes in systems and behaviors. Managing change has therefore become a critical skill, both for the managers and their team members in an organization.
• This session will provide leaders and managers the necessary tools to implement change initiatives more smoothly and to have those changes better accepted.
• Having a smooth transition when change occurs is important in any situation and the participants will gain some valuable change management skills through this session.
• This session will also give all participants an understanding of how change is implemented and some tools for managing their team members’ or employees’ reactions to change.
• Innovative leaders demonstrate change agility and like to experiment and can effectively deal with the discomfort of change. They are also adaptable in adjusting to change to suit different conditions.  
• When employees feel they are empowered, whether through the sharing of ideas, co-creating with colleagues, or even more importantly, taking a risk that may potentially fail, success is practically a guarantee. Empowering your employees, as innovators that matter provides a sense of ownership and leadership.

• Understand the meaning of innovation and disruption and learn about innovative leaders who have transformed the business world over the years and in today’s digital-driven Industry 4.0.
• Acquire the tools and frameworks to develop a process for innovation and successfully translate the participant’s ideas into action in meeting the challenges of the digital transformation master plan.
• Describe the concept of change and explain different models of change.
• Develop an understanding of the importance of transition.
• Utilize methods for leading change project status meetings, celebrating a successful change implementation, and sharing the results and benefits
• Accelerate innovation within the organization to achieve sustainable competitive advantage.
• Appreciating and applying emerging technologies and business models in the context of industry disruption and building and leading an innovative organization for the digital economy
• Understanding the innovation process using design thinking methodology (high level).
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This workshop will employ a combination of teaching methods to foster critical thinking and cooperative and active learning. The workshop will incorporate both traditional and interactive methods of teaching, including the use of video materials, published literature, articles, case studies, etc.

Participants will be required to review a set of Pre-Readings related to the theme of the workshop on Change & Innovation and apply them to the current issues and challenges within the organization.

As part of the Course Pre-Work, participants are also required to identify a real business challenge from the workplace where they will be working in Groups to resolve the said challenge.