{"id":6849,"date":"2023-04-09T19:58:32","date_gmt":"2023-04-09T19:58:32","guid":{"rendered":"https:\/\/leaderzone.ca\/?p=6849"},"modified":"2024-02-08T15:38:26","modified_gmt":"2024-02-08T15:38:26","slug":"parcours-201-perfectionnement-du-leadership","status":"publish","type":"post","link":"https:\/\/leaderzone.ca\/en\/parcours-201-perfectionnement-du-leadership","title":{"rendered":"Program 201: Leadership enhancement"},"content":{"rendered":"
\"\"<\/figure>
\n

Program 201:
Leadership Enhancement<\/strong><\/h1>\n\n\n\n

Experienced leaders, looking for fresh perspectives and strategies to approach difficult or problematic situations, this series of workshops will allow participants to refine their tactical approaches to leadership.<\/p>\n\n\n\n

Ten potential themes, to be included in whole or in part in a dynamic development path.<\/p>\n\n\n\n

Download PDF<\/a><\/div><\/div><\/div>\n\n\n\n

or refer to the content below<\/sup><\/em><\/p>\n\n\n\n

LeaderZone Approach<\/h3>\n\n\n\n
    \n
  • Our workshops are appreciated for their dynamism and introspective dimension. They are designed to allow participants to explore, to exchange with their colleagues and their coach in a constructive way, to learn and above all to commit to acting differently.<\/li>\n\n\n\n
  • This is ensured through various techniques, such as popularized scientific models, inspiring stories, reflection exercises, discussions (in large groups, small teams or duos), analysis of real cases of the participants, demonstrations, self-diagnostics, experiments, debates and serious mini-games.<\/li>\n\n\n\n
  • During the workshop, post-training missions are proposed and participants are invited to identify concrete actions that they will implement to ensure the transfer of learning in their daily lives and achieve the desired results.<\/li>\n<\/ul>\n\n\n\n

    <\/p>\n\n\n\n

      \n
    • Content adaptable to your reality and your needs<\/em><\/li>\n\n\n\n
    • In pathway mode to promote long-term learning and transfer<\/em><\/li>\n\n\n\n
    • 2 or 3 hours per workshop<\/em><\/li>\n\n\n\n
    • Every 2 to 3 weeks<\/em><\/li>\n\n\n\n
    • An optimal cohort of 12 participants<\/em><\/li>\n\n\n\n
    • Virtual, face-to-face, hybrid or co-modal<\/em><\/li>\n\n\n\n
    • Introspective activities, transferable concrete tools and post-training assignments<\/em><\/li>\n\n\n\n
    • High level of interaction and facilitation in coaching mode<\/em><\/li>\n\n\n\n
    • Integration of the LeaderZone platform is recommended for sustained learning across the course (activities between workshops<\/em>)<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n

      Content Preview<\/h3>\n\n\n\n
      \n
      \n

      Workshop 1.
      Engage and collaborate<\/h4>\n\n\n\n

      Revisiting collaborative practices to optimize efficiency<\/em><\/p>\n\n\n\n

        \n
      • The difference between motivation and mobilization<\/li>\n\n\n\n
      • Psychological safety and accountability: a perfect mix<\/li>\n\n\n\n
      • Avoiding team dysfunctions<\/li>\n\n\n\n
      • Optimization of collaboration tools<\/li>\n<\/ul>\n<\/div>\n\n\n\n
        \n

        Workshop 2.
        Developing skills<\/h4>\n\n\n\n

        Establishing a favourable framework and using appropriate means to promote employee learning<\/p>\n\n\n\n

          \n
        • The talent matrix to better identify needs<\/li>\n\n\n\n
        • Context-adapted andragogy<\/li>\n\n\n\n
        • Development plans in action (ideas for activities)<\/li>\n\n\n\n
        • Learning in action<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n
          \n
          \n

          Workshop 3.
          Acting inclusively and equitably<\/h4>\n\n\n\n

          Encouraging diversity and fostering a sense of belonging<\/em><\/p>\n\n\n\n

            \n
          • The uniqueness of each person's identity<\/li>\n\n\n\n
          • The impact of unconscious exclusion<\/li>\n\n\n\n
          • Inclusion defined<\/li>\n\n\n\n
          • Essential actions to remain an ally in inclusion<\/li>\n<\/ul>\n<\/div>\n\n\n\n
            \n

            Workshop 4.
            Supporting your team through change<\/h4>\n\n\n\n

            Adapting changes to the reality of employees<\/em><\/p>\n\n\n\n

              \n
            • Human reactions to change<\/li>\n\n\n\n
            • The 5 needs behind resistance to change<\/li>\n\n\n\n
            • Supporting people in difficulty in change<\/li>\n\n\n\n
            • Engaging communication towards change<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n
              \n
              \n

              Workshop 5.
              Engaging communication towards change<\/h4>\n\n\n\n

              Engage and engage the team in a process\ndevelopment of effective solutions<\/p>\n\n\n\n

                \n
              • The maturity of the team for improvement<\/li>\n\n\n\n
              • Analysis of operational waste<\/li>\n\n\n\n
              • Prioritization of improvement initiatives<\/li>\n\n\n\n
              • The Essential Improvement Tools (5 Whys, Ishikawa, Brainstorming, Decision Tree)<\/li>\n<\/ul>\n<\/div>\n\n\n\n
                \n

                Workshop 6.
                Amplifying your influence<\/h4>\n\n\n\n

                Analysing the policy environment and developing\nAdapted and scalable influence strategies<\/p>\n\n\n\n

                  \n
                • Ethical political games and far from manipulation<\/li>\n\n\n\n
                • The influencer strategy in 6 steps<\/li>\n\n\n\n
                • Mapping a political environment<\/li>\n\n\n\n
                • 3 Approaches and 8 Influence Tactics<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n
                  \n
                  \n

                  Workshop 7.
                  Presenting to convince<\/h4>\n\n\n\n

                  Use compelling approaches to gain buy-in<\/em><\/p>\n\n\n\n

                    \n
                  • The pillars of an impact presentation<\/li>\n\n\n\n
                  • The design of an influential key message<\/li>\n\n\n\n
                  • Preparation: Tips and Structures<\/li>\n\n\n\n
                  • Tips for impactful communication<\/li>\n\n\n\n
                  • Audience management<\/li>\n<\/ul>\n<\/div>\n\n\n\n
                    \n

                    Workshop 8.
                    Dare to be brave<\/h4>\n\n\n\n

                    Develop a personal strategy to manage its vulnerabilities, particularly those related to risk-taking<\/p>\n\n\n\n

                      \n
                    • The needs to be brave and get out of your comfort zone<\/li>\n\n\n\n
                    • The 4 types of courage<\/li>\n\n\n\n
                    • The profile of a courageous leader<\/li>\n\n\n\n
                    • Analysis of a particular situation and courageous behaviour<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n
                      \n
                      \n

                      Workshop 9.
                      Navigating through complexity<\/h4>\n\n\n\n

                      Engage your team when everything is in motion<\/em><\/em><\/p>\n\n\n\n

                        \n
                      • The qualities of a good sailor<\/li>\n\n\n\n
                      • Stacey's matrix: from simple to chaotic<\/li>\n\n\n\n
                      • Credibility, anticipation and agility as levers for success<\/li>\n<\/ul>\n<\/div>\n\n\n\n
                        \n

                        Workshop 10.
                        Think and plan strategically<\/h4>\n\n\n\n

                        Moving from operational responsiveness to strategic proactivity<\/em><\/p>\n\n\n\n

                          \n
                        • DIKW: Transforming data into interpretations and projections<\/li>\n\n\n\n
                        • Creating opportunities and detecting threats<\/li>\n\n\n\n
                        • The political game at the service of sustained planning<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n

                          <\/p>","protected":false},"excerpt":{"rendered":"

                          Trust, an essential pillar for the success of a modern team, is stimulated by the positioning of its leader.
                          \nActing on credibility, connection, and framework, leaders inspire trust and trust their people to go further.<\/p>","protected":false},"author":4,"featured_media":6850,"comment_status":"closed","ping_status":"closed","sticky":true,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[14],"tags":[],"class_list":["post-6849","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-parcours"],"acf":[],"jetpack_featured_media_url":"https:\/\/leaderzone.ca\/wp-content\/uploads\/2023\/04\/Apprentissage.png","_links":{"self":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6849","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/comments?post=6849"}],"version-history":[{"count":5,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6849\/revisions"}],"predecessor-version":[{"id":13076,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/6849\/revisions\/13076"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media\/6850"}],"wp:attachment":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media?parent=6849"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/categories?post=6849"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/tags?post=6849"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}