A Leadership Journey: From Vision to Success

1: Foundations of Leadership

• Leadership as influence, vision, and empowerment

• Emotional intelligence in leadership

• Leadership vs. formal authority and management

2: Self-Awareness and Personal Development

• Identifying values, emotional triggers, and leadership strengths

• Personality assessments (e.g., MBTI, Enneagram)

• Emotional resilience, discipline, and work-life balance

• Personal leadership development roadmap

3: Leadership Styles and Approaches

• Overview of leadership styles: transformational, transactional, servant, etc.

• Leadership type vs. leadership style

• Situational leadership and adaptability

4: Leadership Identity and Presence

• Building leadership presence: communication, body language, tone

• Managing conflict and difficult conversations

• Crafting a personal leadership brand

5: Learning from Others

• Case studies of historical and contemporary leaders

• Traits and behaviors of exemplary leadership

• Leadership expectations vs. realities in society

6: Leadership Development

• Nature vs. nurture in leadership growth

• The Crucible of Experience: adversity and growth

• Leadership Zone Framework: reactive, emerging, visionary states

7: Leadership in Practice

• Strategy, decision-making, and coaching

• Leadership across cultures and generations

• Positional authority vs. earned influence

8: Organizational Leadership

• Building a leadership culture

• Mentorship, succession planning, and engagement at all levels

• Systems thinking in leadership development

9: Metaphorical and Philosophical Exploration

• Leadership as the Art of the Wheelwright

• Balancing long-term impact with present action

• The Leadership Wheel: aligning competencies with purpose

10: Applied Leadership Across Contexts

• Personal, corporate, and social leadership domains

• Identifying your leadership ecosystem

• Sustainable and authentic leadership in dynamic environments

1: Foundational Understanding of Leadership and Influence

• Leadership as influence, not hierarchy.

• The role of self-awareness in authentic leadership.

• From “me” to “we”: shifting mindset and culture.

2: The Role of Followers in Leadership

• The impact of the first and second followers.

• How followers shape perception and adoption.

• Modeling behavior and the power of relatability.

3: Building and Sustaining a Movement

• Visibility as a tool for scale.

• Social proof, momentum, and decreasing social risk.

• Group dynamics: from skepticism to community.

4: Leadership as Shared Experience

• Empowering early followers.

• Collaborative leadership models.

• Shared ownership and distributed responsibility.

5: Practical Application of Leadership Skills

• Celebrating and nurturing early adopters.

• Inclusive communication and visibility strategies.

• Humility and responsiveness in leadership practice.

6: Psychological and Social Dynamics of Leadership

• Psychological risk and the courage to follow first.

• Shifts in social validation as groups grow.

• Group identity, FOMO, and participation psychology.

7: Leadership Identity and Style

• Leadership roles: initiator vs. supporter.

• Traits of followable leaders: clarity, humility, empowerment.

• Personal leadership reflection and self-assessment.

1: Emotional Intelligence Foundations

• Define emotional intelligence and its significance in leadership and personal development.

• Identify and explain the five core components of emotional intelligence:

  • Self-awareness

  • Self-regulation

  • Internal motivation

  • Empathy

  • Social skills

2: Self-Awareness in Leadership

• Understand the concept and importance of self-awareness in emotional intelligence.

• Reflect on personal emotional triggers, strengths, and areas for growth.

• Recognize traits of highly self-aware individuals (e.g., realistic self-assessment, self-confidence, humility).

• Practice techniques to enhance self-awareness through:

  • Self-reflection

  • Constructive feedback

  • Journaling

3: Self-Regulation and Emotional Control

• Define self-regulation and discuss its role in effective leadership.

• Identify behaviors associated with self-regulated individuals (e.g., adaptability, emotional balance).

• Apply strategies to manage impulses and maintain composure under stress.

4: Motivation and Purpose in Leadership

• Differentiate between intrinsic and extrinsic motivation.

• Explore internal motivation using key elements such as:

  • Purpose

  • Passion for learning

  • Perseverance

• Analyze motivation theories:

  • Theory X and Theory Y (McGregor)

  • Herzberg’s Two-Factor Theory

• Set long-term personal and professional goals aligned with intrinsic values.

5: Empathy and Understanding Others

• Define empathy and its impact on emotional intelligence and team collaboration.

• Identify and interpret emotional cues in others (e.g., tone, facial expressions, body language).

• Employ empathetic listening and communication to foster trust and manage conflict.

6: Social Skills and Relationship Management

• Define social skills within the context of emotional intelligence.

• Develop skills for building and sustaining positive relationships and networks.

• Utilize emotional intelligence to:

  • Lead teams effectively

  • Influence outcomes

  • Promote collaboration and inclusion

7: Integration and Application

• Synthesize understanding of the five EI components for holistic leadership development.

• Reflect on the role of emotional intelligence in authentic, ethical, and inclusive leadership practices.

• Design and present a personal development plan to strengthen emotional intelligence over time.

 1: Foundations of Team Effectiveness

• Teams vs. Groups: Key Distinctions

• Characteristics of High-Performing Teams

• The Strategic Importance of Teams in Modern Organizations

 2: Team Development Stages (Tuckman’s Model)

• Forming, Storming, Norming, Performing, and Adjourning

• Leadership interventions at each stage

• Trust-building and role clarity as early foundations

3: Role Clarity and Team Composition (Belbin’s Roles)

• Overview of Belbin’s Nine Team Role

• Matching individual strengths to team needs

• Addressing role ambiguity and overlap

4: Setting SMART+ Goals

• SMART vs. SMART+: Adding Motivation and Meaning

• Aligning team goals with organizational vision

• Ensuring clarity, accountability, and purpose

5: Communication and Trust

• Barriers to effective communication

• Strategies to promote openness, psychological safety, and transparency

• The leader's role in fostering respectful dialogue and collaboration

6: Feedback and Continuous Improvement

• Importance of feedback loops

• Techniques for reflective team practice

• Monitoring team pulse and recalibrating for performance

7: The GRIP Framework for Team Success

• Goals, Roles, Interpersonal Relationships, and Processes

• Diagnosing and resolving team dysfunctions

• Practical application through case studies or simulations

8: Leading High-Performing Teams

• Leadership roles: visionary, facilitator, mentor, motivator

• Managing diversity, resolving conflict, and encouraging growth

• Sustaining performance and preparing for team transition

1: Introduction to Change Management and Leadership

• Importance of change in today’s business environment

• Leadership as the catalyst for change

• Overview of change management vs. change leadership

2: Kurt Lewin’s Three-Stage Model

• Unfreeze: Creating awareness and psychological readiness

• Change: Guiding the transition and supporting new behaviors

• Refreeze: Institutionalizing and sustaining the change

• Leadership responsibilities at each stage

3: Kotter’s 8-Step Process for Leading Change

• Step-by-step exploration of Kotter’s model:

  1. Create a Sense of Urgency

  2. Build a Guiding Coalition

  3. Form a Strategic Vision and Initiatives

  4. Enlist a Volunteer Army

  5. Enable Action by Removing Barriers

  6. Generate Short-Term Wins

  7. Sustain Acceleration

  8. Institute Change

• Practical applications for each step

4: Leadership Responsibilities in Practice

• Creating and communicating a compelling vision

• Motivating and aligning people with change goals

• Building trust and managing resistance

• Demonstrating commitment through action

• Reinforcing and embedding new values and behaviors

5: Case Studies and Application

• Case analysis of successful and failed change initiatives

• Group discussions and role-playing exercises

• Action planning for participants’ own leadership context

1: Introduction to Organizational Culture

• Definition and significance of culture in organizations

• Hofstede’s view: Culture as the “software of the mind”

• Organizational culture vs. internal traditions

2: Core Components of Organizational Culture

• Shared assumptions, values, and beliefs

• Behavioral norms and expectations

• The role of identity and belonging in culture

3: Schein’s Model of Organizational Culture

• The three levels: Artifacts, Espoused Values, Basic Assumptions

• Case study application of Schein’s model

• Why basic assumptions are the most powerful yet hidden

4: Origins of Organizational Culture

• Role of founders, early successes, and leadership behavior

• Influence of mission statements and company identity

• Cultural transmission over time

5: Types of Organizational Culture

• Dimensions: Flexibility vs. Control, Internal vs. External Focus

• Clan, Adhocracy, Market, and Hierarchy cultures

• Diagnosing your organization’s dominant culture

6: Culture Change Management

• Overview of culture change challenges

• Lewin’s Three-Stage Model: Unfreeze, Change, Refreeze

• Linking culture change to performance issues

7: Designing a Culture Change Program

• Conducting cultural assessments

• Building motivation and a compelling vision

• Aligning symbols, behaviors, and HR systems with new values

• Ensuring consistency and monitoring change

8: The Cultural Web Framework

• Introduction to Johnson and Scholes’ model

• Six elements: Stories, Rituals/Routines, Symbols, Structure, Control Systems, Power Structures

• Cultural Web in action: Mapping and analysis

9: The Strategic Importance of Culture

• Culture as a driver of strategy and innovation

• Enhancing performance and employee engagement

• Impact on brand reputation and stakeholder relationships

10: Leadership and Sustaining Culture

• Leadership’s role in shaping and reinforcing culture

• Embedding culture in systems and structures

• Continuous cultural evolution and adaptability

1: Introduction to Managerial Power

• The role of power in leadership and decision-making

• Power vs. authority

• Organizational vs. individual power dynamics

2: The Foundations of Power

• Actor-based and organizational sources of power

• Three perspectives on power:

  • Behavioral Power (Dahl)

  • Institutional Power (Bachrach & Baratz)

  • Ideological Power (Lukes)

• Case studies and applications

3: Diagnosing Power in Organizations

• Formal vs. informal power

• Power mapping and political awareness

• Types of power

4: The Dark Side of Power

• Ethical risks and abuses of power

• The power gap and misalignment

• Power, diversity, and interdependency

• Strategies for ethical leadership

5: Beyond Titles: Building Influence

• Social capital and informal leadership

• Power through collaboration and trust

• Identifying and leveraging internal influencers

6: The Law of Reciprocity

• The psychology of mutual exchange

• Reciprocity in network-building and leadership

• Practical strategies for fostering loyalty and support

7: The Principles of Influence (Cialdini’s Model)

• Overview of six principles:

  1. Liking

  2. Social Proof

  3. Consistency

  4. Authority

  5. Scarcity

  6. Reciprocity

• Applications in organizational leadership

• Influence vs. manipulation

8: Leading in Modern Organizations

• Power in matrixed and remote environments

• Cross-functional leadership and stakeholder management

• Empowering teams and promoting autonomy

1: Introduction to Networking as Power

• Definition and perception of networking

• Strategic importance of networking in organizational settings

• Career benefits and leadership advantages

2: The Reality of Workplace Interactions

• Statistics on time spent in interactions

• Impact of micro-interactions on influence

• Conscious vs. unconscious network building

3: Strategic Value of Networks

• Purposeful network design

• Benefits: access to information, mentorship, resources, and innovation

• Competitive advantage through unique network combinations

4: Internal and External Networking

• Networks within vs. across departments and organizations

• Enhancing adaptability, trend-spotting, and opportunity identification

5: Four Characteristics of Social Networks

• Size: Reach and resource access

• Density: Trust and communication flow

• Diversity: Innovation and reduced echo chambers

• Strength: Depth of ties and access to new insights

6: Types of Networks

• Clique Networks: Cohesion and risks (e.g., groupthink)

• Boundary-Spanning Networks: Innovation and visibility vs. conflict and coordination costs

7: Strategic Networking in Practice

• How networks affect promotions, compensation, and decisions

• Emotional intelligence and relationship navigation

• Cross-functional communication and visibility

8: Risks and Challenges

• Communication overlap and time waste

• Echo chambers and biased feedback

• Power imbalances and exclusivity

• Strategies for mitigating challenges

9: Developing Your Network

• Mapping and assessing your current network

• Diversifying connections across boundaries

• Maintaining network health through regular contact and reciprocity

• Creating a personal networking action plan

1: The Power of Strategic Communication

• Definition and scope

• Communication as a leadership capability

• Aligning messaging with business goals

2: Why Strategic Communication Matters

• Enhancing organizational clarity

• Building executive presence

• Facilitating change and crisis communication

• Driving collaboration across silos

3: Presentation Skills in the Corporate Context

• Verbal, visual, and non-verbal communication

• Structuring impactful presentations

• Engaging diverse audiences

4: Introduction to Pecha Kucha

• History and structure (20x20 format)

• Benefits in business communication

• Comparing Pecha Kucha to traditional presentation styles

5: Crafting a Compelling Narrative

• Audience analysis

• Message design and framing

• Context, message, and call to action

6: Designing for Visual Impact

• Principles of visual storytelling

• Slide design best practices

• Avoiding information overload

7: Timing, Rehearsal, and Delivery

• Synchronizing speech with slides

• Vocal control and body language

• Practice techniques and performance refinement

8: Feedback and Continuous Improvement

• Gathering constructive feedback

• Presentation reviews and peer critique

• Applying lessons learned to real-world settings

1. Course Wrap-Up 

• Recap of major themes:

  • Leadership as influence and vision

  • Cultural fluency and organizational norms

  • Power dynamics and ethical influence

  • Sound decision-making frameworks

  • Strategic, persuasive, and empathetic communication

• Group discussion: “How far have we come?”

2. Personal Journey Presentations 

• Each participant delivers a 5–7 minute reflection presentation using either the Pecha Kucha format, storytelling, or another creative method.

• Focus areas include:

  • Key insights across leadership themes

  • Shifts in mindset or approach

  • Future application in corporate and personal contexts

• Peer engagement: questions, feedback, and shared reflections

3. Application of Key Concepts 

• Facilitator-led dialogue on how to transfer learning to:

  • Corporate roles (e.g., team leadership, decision-making, navigating power structures)

  • Personal life (e.g., family communication, community involvement, value-driven decisions)

4. Closing Ceremony 

• Recognition of contributions and course milestones

• Sharing appreciation and insights

• Formal closing remarks and next steps

• Certificate distribution