This is a short example of how we typically put our presentation media together. We can co-brand it if asked.

1. We always start with
This short set of slides shows you welcoming people and
how we typically put presentation make sure people know
material together. what we are doing
Institute of Leadership & Management
Level 5 Award, Certificate & Diploma in Management
Welcome
Plenty of space to add
your brand if you wish.
© Learning For Business Ltd. 1

2.  Pickup any points / issues from previous unit
 Review learning outcomes for this unit
An overview of what
we are doing in a
 Commence learning on this unit
session is always
given and we
encourage people to
 Any questions before we continue ? ask questions about
other matters before
continuing.
© Learning For Business Ltd. 2

3. Structure is important as well as
engaging slides. By staging
learning, it brings real benefits
– especially afterwards when
people look at slide handouts.
This section can be very helpful
when we have looked at topic areas
that relate to this topic. We can
facilitate ‘linked understanding’.
© Learning For Business Ltd. 3

4. Learning outcomes –
what will be achieved
by the end. There
has to be a point from
learning for it to be of
use. So people know
early on what they are
expected to achieve.
© Learning For Business Ltd. 4

5. This is an example of some
of the learning outcomes for
a Level 5 leadership
qualification.
 Evaluate own ability to fulfil key responsibilities of the
leadership role
 Evaluate own awareness of emotions in shaping
performance
 Evaluate own ability to set direction and to gain the
commitment of others Chunks of learning are easy to digest (and
use) as opposed to ‘everything at once’.
For each 3 hour workshop, typically there
are 3 to 4 learning outcomes to cover.
© Learning For Business Ltd. 5

6. In this presentation – we would
look at how to evaluate
leadership responsibilities. But
first we need to identify the
main ones.
We introduce this topic through
asking people what they feel the key
responsibilities are. We want to
engage people as soon as possible
and we genuinely value their input.
© Learning For Business Ltd. 6

7. These are some of the
responsibilities that
typically emerge.
 Taking responsibility
 Contributing to overall vision and goals
 Setting and providing guidance on values
 Setting direction for significant programmes or projects
 Stimulating innovation and enterprise
 Anticipating, planning for and leading change
 Overcoming obstacles
 Delegating
 Setting objectives for teams and individuals
© Learning For Business Ltd. 7

8. More responsibilities. All of these
should be identified through the
discussion, adding ones specific to
the learner and their organisation.
 Communicating and motivating
 Supporting and developing programmes, projects, teams and individuals
 Modelling appropriate behaviour
 Representing the team and feeding back its experiences and views
 Protecting the team and its members
 Looking at a range of leadership theories and different leadership styles
 Dispersed leadership
 Evaluating the appropriateness of different leadership styles
 The importance of being able to use a repertoire of leadership styles
© Learning For Business Ltd. 8

9. We use discussions, exercises,
handouts and when asked, action
learning in order to share learning.
Before moving on to the next learning
point or outcome , we always check to
see if the learning has been absorbed,
of use and can be used in everyone’s
place of work in some way.
© Learning For Business Ltd. 9

10. We use some of the most up to date
principles to support learning – but if
something has worked in the past,
why not continue to use it?
 Transactional analysis (TA), emotional intelligence (EI) and neuro-
linguistic programming (NLP)
 The importance of understanding one’s own strengths and
limitations
 The value from continuous self-development (CPD)
 Confidence, calculated risks and self assurance in leadership
 Empathy We use older approaches
 Inspiring, influencing & networking such as TA, but also
incorporate more modern
 Conflict management approaches such as NLP.
© Learning For Business Ltd. 10

11. This, the last slide in this set
concludes the presentation. Thank
you for watching. If you have any
questions please contact us.
 Integrity and being trustworthy
 Flexibility
 Challenging objectives
 Taking personal responsibility for challenges
 Perception of setbacks as opportunities rather than threats
 Conveying vision
 Communication – persuasion & negotiation
© Learning For Business Ltd. 11