The Essentials for New Leaders
Plunged for the first time into leading teams, new leaders face a multitude of challenges. They must:
- Lead the operations
- Coach their team members
- Take decisions
- Manage complex situations
- Integrate into the management
- And much more
To successfully navigate these uncharted waters, they need to expand their toolkit and, above all, master the art of using it at the right time. The key word: adaptability.
Workshop goals
- Position themselves as leaders among their peers
- Avoid the common traps of being a "new" leader
- Equip themselves to manage operations and engage their team towards performance
or refer to the content below
LeaderZone Approach
We are recognized for the liveliness and interactivity of our interventions, designed to encourage introspection, constructive group exchanges, active learning and taking action.
We use various andragogical methods, such as the simplification of concepts, the use of concrete examples, inspiring stories, reflection exercises, group coaching discussions, analyses of concrete cases, demonstrations, role plays, diagnostics, experiments, surveys and serious mini-games.
Our trainers, with their remarkable sense of contact, ensure the inclusion of each participant, taking into account their personality, learning preferences and needs. Their goal is to create an environment conducive to trust and exchange.
Before an intervention, we suggest a self-assessment which will allow participants to clarify their expectations.
During an intervention, participants will be encouraged to identify concrete actions to apply the learning in their daily lives and achieve their goals. Following each intervention, simplified visual supports are provided to participants to promote information retention and serve as practical references. We propose to take a new self-assessment that will allow participants to measure their progress in relation to the key behaviors identified.
- Content adaptable to your reality and your needs
- In pathway mode to promote long-term learning and transfer
- 2 or 3 hours per workshop
- Every 2 to 3 weeks
- An optimal cohort of 12 participants
- Virtual, face-to-face, hybrid or co-modal
- Introspective activities, transferable concrete tools and post-training assignments
- High level of interaction and facilitation in coaching mode
- Integration of the LeaderZone platform is recommended for sustained learning throughout the course (activities between workshops)
Content (modular across multiple workshops)
- Real-life stories – the worst managerial behaviors
(icebreaker activity) - The 3 dimensions of leadership: authority, credibility, & proximity (lecture, interactive activity, and self-assessment)
- The pitfalls of new leaders (self-assessment and strategies to avoid them)
- My purpose as a new leader (creative activity and presentation in front of peers)
- Being part of a management team (mapping of hierarchical, political, and alliance relationships
- The leader’s responsibilities in operational cycles (discussions)
- Communicating clear and engaging objectives (SMARTER+, individual preparation, and simulations)
- Delegating effectively: best practices (6-step delegation, preparation, and testing)
- Providing constructive feedback (the POISE technique, practice sessions)
- Managing difficult situations with collaborators (case studies)
