Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
Leadership & Corporate Soft Skills Training Programmes
For more information, please visit our website, www.icfe-cg.com or e-mail us at enquiry@icfe-cg.com
Dawn Frail of Eagle Vision - Overview and introductiondfrail
Overview of Eagle Vision and Dawn Frail, Speaker, Trainer and Consultant. Specializing in leadership development for women, and Myers-Briggs Master Practitioner.
Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
Leadership & Corporate Soft Skills Training Programmes
For more information, please visit our website, www.icfe-cg.com or e-mail us at enquiry@icfe-cg.com
Dawn Frail of Eagle Vision - Overview and introductiondfrail
Overview of Eagle Vision and Dawn Frail, Speaker, Trainer and Consultant. Specializing in leadership development for women, and Myers-Briggs Master Practitioner.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
Symposium CONF 201 Leadership vs Management from a Military Background – What...PMI-Montréal
There are several incidents when a Project Manager(PM) needs to lead vs manage in a project. This presentation will cover the speaker’s military experience in leadership complimented with 6 years of PMI OVOC volunteer leadership appreciation. Demands from senior management both military and civilian along with the ability of the staff supporting the project tend to challenge the PM and their skillset in delivering a project. The dilemma of leading a diverse team forces the PM out of their comfort zone and to take a position of leadership vs managing through a set of processes and templates. Leadership is not unique but has to be applied in a concerted effort to ensure success on a PMs project and to meet the expectations of senior management. Key take always from this presentation include: 1- what is leadership 2- understanding the difference between leadership and management 3- use of Military situational leadership and it's impact 4- are we born leaders? 5- should PMs be managers and/or leaders? 6- how to self-enhance yourself as a leader 7- how does PMI address the leadership expectations PMI is a leader in Project Management on a Global front with a keen interest in helping its core of volunteers develop and lead their respective chapters. The dynamic of the organization allows PMs to enhance their leadership skills and to also manage through refined chapter issues. As part of this presentation, the attendees will gain insight into the framework that allows them to define themselves as leaders and/or managers and to determine how they need to change to be more effective within their respective chapters to become effective leaders.
Biography
Derek is a senior project manager and retired military officer (35 years in Submarines and CPFs), with a range of experience in project management, marine engineering and systems engineering. As the Submarine Class Manager 2010-2013, he was responsible for the development and integration of the third level extended work period for the Victoria Class Submarines (VCS) for the Department of National Defence, and delivery of submarine maintenance support at the international level for the operational platforms. Derek managed all aspects of the engineering support contracts that also include logistics and production activities, and provided support and R&O services. Derek currently supports PMI OVOC as the Past President for the volunteer NFP organization. As President of CanPM Consulting Inc. since April 2013, he continues to support the Naval shipbuilding program with DND and other clients.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Team Leaders" and will show you why leadership is the key factor in developing and building successful teams.
"Presentation on Developing Leadership Skills. Learn how to
Develop leadership skills. These PDF's are available for all
VEDA students for free on www.veda-edu.com"
Servant leaders foster the
growth of the members of the
organization so that each may
achieve their full potential.
—Dipanker Das, PMP, CGN, New Delhi, India
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
Charlotte Sale on her experiences on 'Britain's Next Big Thing', from the Hid...Hidden Art
Charlotte Sale on her experiences taking part in the TV programme 'Britain's Next Big Thing' and selling her products to Liberty, taken from the Hidden Art Forum 2011: Making Sales
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
Symposium CONF 201 Leadership vs Management from a Military Background – What...PMI-Montréal
There are several incidents when a Project Manager(PM) needs to lead vs manage in a project. This presentation will cover the speaker’s military experience in leadership complimented with 6 years of PMI OVOC volunteer leadership appreciation. Demands from senior management both military and civilian along with the ability of the staff supporting the project tend to challenge the PM and their skillset in delivering a project. The dilemma of leading a diverse team forces the PM out of their comfort zone and to take a position of leadership vs managing through a set of processes and templates. Leadership is not unique but has to be applied in a concerted effort to ensure success on a PMs project and to meet the expectations of senior management. Key take always from this presentation include: 1- what is leadership 2- understanding the difference between leadership and management 3- use of Military situational leadership and it's impact 4- are we born leaders? 5- should PMs be managers and/or leaders? 6- how to self-enhance yourself as a leader 7- how does PMI address the leadership expectations PMI is a leader in Project Management on a Global front with a keen interest in helping its core of volunteers develop and lead their respective chapters. The dynamic of the organization allows PMs to enhance their leadership skills and to also manage through refined chapter issues. As part of this presentation, the attendees will gain insight into the framework that allows them to define themselves as leaders and/or managers and to determine how they need to change to be more effective within their respective chapters to become effective leaders.
Biography
Derek is a senior project manager and retired military officer (35 years in Submarines and CPFs), with a range of experience in project management, marine engineering and systems engineering. As the Submarine Class Manager 2010-2013, he was responsible for the development and integration of the third level extended work period for the Victoria Class Submarines (VCS) for the Department of National Defence, and delivery of submarine maintenance support at the international level for the operational platforms. Derek managed all aspects of the engineering support contracts that also include logistics and production activities, and provided support and R&O services. Derek currently supports PMI OVOC as the Past President for the volunteer NFP organization. As President of CanPM Consulting Inc. since April 2013, he continues to support the Naval shipbuilding program with DND and other clients.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Team Leaders" and will show you why leadership is the key factor in developing and building successful teams.
"Presentation on Developing Leadership Skills. Learn how to
Develop leadership skills. These PDF's are available for all
VEDA students for free on www.veda-edu.com"
Servant leaders foster the
growth of the members of the
organization so that each may
achieve their full potential.
—Dipanker Das, PMP, CGN, New Delhi, India
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
CEE Leadership Masterclass Series in Leading in a #Disrupted, #VUCA World
CEE in collaboration with FGD Academy is pleased to offer a series of Virtual Masterclass.
For further details visit: http://www.cee-global.com/masterclass/
Ten highly practical Leadership Masterclass programmes, dedicated to developing Leadership skills for Board, C-Suite and Senior Level Leaders operating in today’s VUCA world
This Series of Courses will leverage on best-in-class or thought-leadership concepts, tools and techniques to drive organisational & leadership excellence.
The Courses are designed to provide Business and HR leaders with a platform to develop from being good to great.
They are being offered in response to the market needs to ensure that their senior-level executives possess the right competencies and skills to successfully adapt to new realities when leading in a VUCA World.
Learning Outcomes:
• The context for leadership today’s VUCA business environment
• Understand the elements of Cognitive Readiness Competencies
• What is required to transform to be a ‘High-Performance Organisation’ (HPO)?
• How to transform your NextGen leaders to succeed in the VUCA world?
The CEE Masterclass Series is also available as customised in-company Leadership Development Workshops which are certified by The International Professional Managers Association (IPMA).
The programs incorporate a number of unique features and work on a number of levels. It is specifically aimed at enhancing and developing the skills, knowledge and behaviours of the participants.
The participants will develop their understanding of Leadership Effectiveness and how it will lead to a creation of a sustainable competitive advantage for their respective organisations through the development of an organisational climate that will contribute towards enhancing employee engagement and productivity.
For further information, contact us at enquiry@cee-global.com or visit our website at http://www.cee-global.com/masterclass/
The Overview of the CEE Executive Coaching Solutions could be found here: http://www.cee-global.com/executive-coaching/
The Centre for Executive Coaching (CEC), a wholly-owned division of CEE, delivers recognised certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organisations.
Further information on CEC could be found here: http://www.cee-global.com/about-cec/
For initial 30 min complimentary coaching session for CEOs and C-Suite Leaders, email us at enquiry@cee-global.com
Charlotte Sale on her experiences on 'Britain's Next Big Thing', from the Hid...Hidden Art
Charlotte Sale on her experiences taking part in the TV programme 'Britain's Next Big Thing' and selling her products to Liberty, taken from the Hidden Art Forum 2011: Making Sales
Trinity Kings World Leadership: The Law of LegacyTerrell Patillo
Judges 10:1-6New International Version (NIV)
Tola
10 After the time of Abimelek, a man of Issachar named Tola son of Puah, the son of Dodo, rose to save Israel. He lived in Shamir, in the hill country of Ephraim. 2 He led[a] Israel twenty-three years; then he died, and was buried in Shamir.
Jair
3 He was followed by Jair of Gilead, who led Israel twenty-two years. 4 He had thirty sons, who rode thirty donkeys. They controlled thirty towns in Gilead, which to this day are called Havvoth Jair.[b] 5 When Jair died, he was buried in Kamon.
Jephthah
6 Again the Israelites did evil in the eyes of the Lord. They served the Baals and the Ashtoreths, and the gods of Aram, the gods of Sidon, the gods of Moab, the gods of the Ammonites and the gods of the Philistines. And because the Israelites forsook the Lord and no longer served him,
Educational Leadership - The Importance of Leadership and Management to Educa...polchan
Educational Leadership - The Importance of Leadership and Management to Education
-Education defined
-Management defined
-Educational Management
-Leadership defined
-Educational leadership
-Educational management v. Educational Leadership + The Paradox
"Be a Good Leader as You ca Be" This presentation is inspired to share knowledge to all aspirant leaders and leaders in any field they may wish. It includes strategies and techniques to help leaders more effective and efficient. Also the types of leadership and styles was discussed in this presentation. I'm hoping that this simple presentation may change people act, live, and be a good leader as they wanted too.
48 | T+D | AUGUST 2012
Is Everybody’s Business
LEADERSHIP
By Laurel Goulet, Jonathan Jefferson, and Paul Szwed
In the March 2011 issue of T+D, Stephen L. Cohen presented a
leader development value chain that intentionally made a distinc-
tion among leader (person), leading (situation), and leadership
(system). He identifi ed leaders as C-suite executives, fi rst-line
supervisors, or those in the pipeline. We propose that these
leaders, who conduct leadership as a function of their position,
are engaged in capital L leadership. On the other hand, lower-
case l leadership includes anyone, regardless of title or position,
who interacts with others in the workplace. Leadership, in our
view, is a process that involves the interactions and relationships
between the leader and others. This view of leadership enables
anyone to develop as a leader.
Cohen’s view of leadership focuses on the development of the leader’s characteristics
(knowledge, skills, and abilities) and behaviors. In addition to the characteristics and
behaviors, our view focuses on the development of the leader’s attitudes and values.
Taken together, this ensures alignment between doing and being—which is crucial for
individual and organizational performance. Attitudes and values can be formed through
reflection and mentoring (as shown in Figure 1).
Reflection and mentoring provide leaders an opportunity to consider the impact
and effectiveness of their characteristics and behaviors through a feedback loop. For
example, an organization may determine that it is important for leaders to be compas-
sionate in dealing with others. A leader can easily take this message of compassion and
employ it in his interactions with others. However, without the reflective feedback loop
(for example, consideration of personal observations of own behavior used to update
knowledge), the leader may fail.
AUGUST 2012 | T+D | 49Photo by Veer
Leadership development shouldn’t be exclusive to high-level staff. Rather, all employees
should possess an understanding about leadership from many perspectives.
LISTEN TO THIS FEATURE
at www.astd.org/TDpodcasts
Imagine a leader who is successfully
compassionate when dealing with others
in most situations. But in some contexts or
circumstances, or even with certain per-
sonality types, that same compassionate
stance may not yield appropriate results.
Reflection, whether individually or guided
by a mentor, serves as a learning pro-
cess to enable a leader to become more
effective. Talent management is a strong
vehicle to develop these capabilities.
L.E.A.D. as an enabler
of talent management
At the U.S. Coast Guard Academy, we
have been in the business of developing
leaders of character for some time. We
developed the L.E.A.D. framework as a
lens by which to view and improve our
leader development program. It can be
used to create a strategic design for leader
development programs within an orga-
nization. Spec.
This presentation describes situational leadership, and how it can be used to make you a better leader
The Situational Leadership model was created by Paul Hersey and Ken Blanchard, all rights of the term belong to them and them alone.
More and more CEOS are retaining executive coaches. Unfortunately, there are still too many who do not. My proven approach to coaching CEOS is described in this PDF presentation.
Kabir Learning is India’s top leadership coaching company that provides insights to the top executives from MNCs and Startups. The priority of our programs is to help individuals find inspiration within themselves and translate the same to professional life.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
Legacy Leadership Training Programme
1.
2. AN INVITATION
To Lead
In the next few pages you will discover:
• Why orthodox leadership programmes fail
• A groundbreaking approach to becoming a better leader
• How you can participate and transform your leadership, your work and your life
Dear leader,
I would like you to take a moment to recall the reasons why you became a leader.
In all likelihood, it was because you were serious about making a difference. That
is, you wanted to help achieve some important goals, or make your world a better
place. And when you succeed in this way, leadership can be incredibly rewarding.
Unfortunately, the leadership journey can also be incredibly challenging -
competing expectations, ongoing problems, people issues, fatigue and stress,
isolation and doubt etc. - and this can really blunt your ability to have an impact.
My name is Lawrence Green and I have been fortunate to work with leaders since
1996. In that time I taught leadership for ten years at post-graduate level,
delivered hundreds of leadership workshops to thousands of leaders and read
hundreds of books and articles on leadership.
What I came to realise, was that the orthodox approach to leadership and
leadership development was failing. It was not helping leaders to be ready to meet
the challenges that our organisations and communities face.
So basically, I decided to do something about it. I knew I didn’t want to set
myself up as yet another leadership guru, but I thought it was important to stand
up for a different approach. I wanted to create a leadership offering that worked
better for leaders and their organisations and communities.
The result is the Legacy Leadership Training Programme which begins in
Wellington on June 7th 2011.
If you would like to take the 'pain' out of leadership, and liberate your ability to
have a lasting impact, then please read on.
I look forward to supporting your future success.
Warm regards
Lawrence Green
3. THE FIVE FAILINGS
Of Orthodox Development
Historically, leadership development has failed because leaders
haven't been given the right kind and amount of support.
Failure 1. Assuming All Leaders Failure 4. Short-term Development
Are Alike With the orthodox approach, Leadership
development is delivered as a one-off event.
The orthodox approach to leadership assumes
Leaders attend and 'download' a set of universal
that leadership can somehow be reduced to a
'how to formulas' for effective leadership.
universal set of competencies. Unfortunately,
this simplification incorrectly assumes that:
Unfortunately, this approach sets leaders up to
• The requirements for leadership success are fail. Why? Because each leaders' situation is
universal and apply to all situations; always more complex than the formulas given.
• All leaders need the same strengths and
personality to succeed; and that The truth is that successful leadership, in relation
• Only those who 'fit' the competency model
have leadership potential. to a leaders' world, needs to be discovered rather
than downloaded.
Failure 2. Limited Budgets
While most organisations recognise the
importance of leadership development, they also
face significant budget constraints. This means:
• The leadership talent pool is often defined too
narrowly;
• Development opportunities are frequently too
limited in scope; and
• Where there is development, there is often not
enough ongoing support.
Failure 5. Inadequate Links To
Failure 3. Superficial Change Experience
The orthodox approach assumes that if you can Learning effectively from experience is critical
just get a leader to increase the frequency of the to a leaders' development:
'desired' behaviours, they will be better leaders.
Unfortunately, orthodox leadership programmes:
Unfortunately, such behavioural changes:
• Fail to put direct experience at the heart of the
• Are usually hard to sustain; learning process;
• Do not mean that a leader will be different let • Don't identify the experiences that matter for a
alone better at their job; and leaders' development; and
• Ignore the deeper drivers of effective • Don't approach those experiences in a manner
leadership such as identity and character. that allows the critical lessons to be learnt.
There is no shortage of leadership talent... we just need to make
the most of the talent we have.
4. THE LEGACY
Leadership Training Programme(LLTP)
The LLTP focuses on the real needs of leaders and the critical
drivers of their development and success.
1. A Leadership Mastery Approach
The central focus of the LLTP is to help leaders'
progress towards mastery of the major demands of
leadership. This means helping each leader to:
• Make the most of the unique qualities they
bring to leadership;
• Better handle the actual demands they face
rather than forcing them to fit an arbitrary set
of competencies; and to
• Learn successfully from experience.
2. Accessible To All
To ensure that cost is no longer a barrier, the LLTP
offers a 'super early bird rate'. This is a
4. Discovering Leadership
The LLTP has strong focus on helping leaders to
membership fee of $500+GST per person plus a
discover for themselves the best way of tackling
koha/donation for each individual workshop.
the real challenges they face. This is achieved by
helping leaders to:
This represents great value for money relative to
the cost of an equivalent full-fee programme • Identify significant learning events - those
($18-20K + GST) and means that you can attend experiences that drive becoming a better leader;
based on what you can comfortably afford. • Understand the strengths and attributes they
bring to the issues they face; and to
This special rate, however, is only available for • Create a map for navigating the best way
forward.
applications received by May 7th 2011.
5. Integrating Learning
3. Deep And Lasting Change The LLTP is built around a system for accelerating
The LLTP provides the opportunity to truly grow leader development and impact. The drivers of
and develop as a leader. This is achieved by: development include:
• Delivering an in-depth programme over an 18-
month period; • A well-defined and simple model of leadership.
• Providing support inside and outside the • Multiple learning methods for different
programme to help consolidate leader learning styles.
development; and by • Peer discussion and support.
• Going beyond the development of leadership • Simple post-workshop exercises.
skills to help leaders explore who they are and • Multiple periods of learning & practice.
what they stand for. • Critical thinking, reflection and feedback.
LLTP VALUES: Community, generosity of spirit and becoming a
better leader without sacrificing your health or personal life.
5. THE PROGRAMME
Schedule
True leaders are servants, collaborators, catalysts and liberators
of potential and possibility.
2011
Event Major Topics Primary Focus Dates
Leadership Programme foundations. Creating a common understanding of June
Foundations Coming to grips with leadership. leadership and an action plan for change 7&8
Change, impact and legacy. and impact in your world.
Learning To Learning to lead and leading to The critical drivers of effective learning Aug
Lead learn. and how to integrate these into the 1&2
Accelerating your development. experience of leadership.
The Values, purpose, vision and service. Being clear about what you stand for, Sept
Leadership Ethics, integrity and your personal building character and being the person 15 & 16
Core code of conduct. that others want to follow.
Self The high energy leader. Building and maintaining the energy levels Nov
Leadership The psychology of leadership. and mindset necessary for effective 17 & 18
1 End of year success review. leadership.
2012
Event Major Topics Primary Focus Dates
Self Leading from your strengths. Leveraging your talents and creating Feb
Leadership Impact systems and planning for achievement systems that complement
2 impact. your leadership style.
Leading For Reading your world. Understanding the limits of change, April
Change 1 Navigating messy problems. mapping complex issues and ensuring
Advanced communication skills. your thinking resonates with others.
Mid-year Lessons, insights and integration. Lessons from practice, understanding June
Review Success cause analysis. what is working and solving the challenges
Action learning groups. of change.
Leading For Managing responses to change. Working effectively with the psychological Aug
Change 2 Inspiring action. dynamics of change and inspiring others
Learning to succeed. to act differently.
Leadership Learning review. Consoldation of learning, goal setting for Oct
Integration Learning integration. the next stage of your development and
The art of audacious leadership. programme graduation and celebration.
Acceptance on to the LLTP is on a first come, first served basis.
If you plan to apply, please do so sooner rather than later.
6. &
7
1
v
o
N
e
S
A
u
J
HOW TO PARTICIPATE
& Transform Your Leadership, Work & Life
Step Actions
1. Confirm You are welcome to apply for the LLTP if you are committed to: 1) Improving your impact
Your and getting the most out of life, 2) Being stretched and learning more about your leadership,
Eligibility and 3) Willing to undertake a long-term programme of development.
2. Determine If you are considering sending more than one person to the LLTP, please contact Lawrence to
numbers discuss your needs and objectives, your administrative requirements and any other questions or
concerns you might have.
3. Complete The three questions I would like you to consider are:
the
application 1. Where would you most like to develop as a leader?
questions 2. Where do you most want to have an impact as a leader?
3. When you are learning something new, how do you do that most easily?
4. Submit In order to confirm your programme application you need to:
your
application 1. Deposit your programme membership fee of $500+GST per person via online banking into...
Leader Greatness Ltd.
03 0521 0195990 000 (Westpac)
Please include your name and organisation details.
2. E-mail your responses from the questions above to lawence@leadergreatness.com.
3. Include your full contact details and the easiest way to contact you.
5. The purpose of the application meeting is to ensure that the LLTP is right for you; to confirm
Application that you can make the commitment necessary to succeed; and to better understand your
meeting hopes, goals and needs.
6. Confirmation of acceptance on to the programme will occur within 24hrs of the application
Confirmation meeting. At this point, you will also receive a welcome pack containing a few simple exercises
and and activities to complete before the first workshop on June 7th and 8th; and a tax receipt for
preparation your membership payment.
In the unlikely event that you are not accepted onto the programme, your membership fee will
be refunded promptly.
Payment Option Dates Cost
Founding Members - April 14th - May 14th 2011 Membership fee of $500+GST per person + a
Super Early Bird Koha/donation for each individual workshop.
Founding Members - May 15th - May 29th 2011 Membership fee of $500+GST per person +
Early Bird $9000+GST for workshop fees.
Full Rate May 30th - June 6th Membership fee of $500+GST per person +
$18000+GST for workshop fees.
If you have any questions about the programme, please contact
Lawrence on lawrence@leadergreatness.com or on 0274 922 378
7. ABOUT
Lawrence Green
My passionate goal is to make the LLTP the most powerful and
successful learning experience of your life. Lawrence Green
A Short Profile Testimonials
Lawrence is a leadership specialist with over fifteen Attending Lawrence's leadership programme has been
years experience in working with leaders and the an unfailingly enlightening process that has been
challenges of leadership. challenging, insightful and useful all in equal measure.
Lawrence has a manner that at once challenges people
He has also completed a Master of Commerce and and yet draws out the best in them. He is a man of
Administration with a research focus on Change intellectual rigour and integrity coupled with an
Management; and a Master of Philosophy in inspirational self-awareness that sets a strong example.
Psychology with a research focus on Leadership Noel Murphy
Development.
Lawrence's guidance was a boon to me. He coached
Within his consulting practice, Lawrence enjoys our group in both practical business leadership and
working with leaders leading change, leaders in the less tangible personal skills. I came away with the
arts and creative industries, and leaders committed to tools and confidence I needed to convince others of
making a difference in their communities. my vision, motivate my team and make genuine
progress with challenging projects. Clare Kerrison
A Note About The Koha Option Lawrence has both academic and business credibility
I often get asked about why I have a koha-based and can produce the right blend of both to meet
option in my programmes (usually because 'this is not organisational or individual needs. He also has a
how you do business'). strong set of values that he brings to the table in a
quiet and non-aggresive manner. I personally got a lot
For me though, it is about my own commitment to out of working with Lawrence as he caused me to
generosity of spirit and because it simply feels like think about what was important to me and what my
the right thing to do. next move should be. Bill Shields
I know this approach can sometimes be challenging Lawrence operates with a wonderful spirit of
for organisations, but once you are clear about what generosity from a strong and clear ethical foundation
you can afford, I will just invoice you as normal so to help others achieve their goals. As a presenter he
that everything is square with your records. performs with intelligence, warmth and wit to engage
and inspire those who work with him. He has a rich
and broad-based understanding of the drivers of
business success; and as an educator, coach and
mentor he shares his knowledge and experience in a
way that actively motivates others to be the best they
can be. Alison Bartley
I have worked with Lawrence in a number of contexts.
He was steady, articulate, values-driven, able to effect
immediate change, as well as introduce thinking
around more complex long-term questions. He knows
who he is, and what he wants to effect. He is able to
bring this strongly and clearly into his work and he
was fun and easy to be with without ever letting the
focus on our stronger goals and aspirations slip.
Christian Penny