Leadership Light

Participants explore different 1:1 formats and practice using conversation frameworks through structured role-plays. They'll work through realistic scenarios—from routine check-ins to addressing concerns—and get feedback on their approach from peers.

• The different purposes of 1:1s (support, accountability, development, connection)
• How to structure conversations that go beyond status updates
• Questions that open up real dialogue vs questions that shut it down
• How to create psychological safety in one-on-one settings

• Run consistent, meaningful check-ins their team actually values
• Balance support with accountability in the same conversation
• Surface issues and concerns before they become problems
• Adapt their 1:1 style to different team members' needs

Participants explore what makes delegation feel risky and practice using a simple framework for matching tasks to people. Through role-play scenarios, they experience both sides of delegation—learning what clear handovers look like and how to set people up for success without hovering.

• Why delegation feels hard and how to overcome the urge to do it yourself
• A practical framework for deciding what to delegate and to whom
• The difference between dumping work and true delegation
• How to give context without micromanaging the method

• Match tasks to team members based on development needs and strengths
• Give clear briefs that set people up for success
• Check in on progress without hovering or undermining autonomy
• Let go of tasks they've always done themselves

Participants practice the coaching stance through triads—taking turns as coach, coachee, and observer. They'll build a personal bank of powerful questions and learn when to coach versus when to simply tell. The session includes a mini coaching conversation framework they can use immediately.

• The difference between open and closed questions—and when each is useful
• How to listen actively without planning your next response
• The GROW model and how to use it in everyday conversations
• When coaching is the right approach vs when people just need an answer

• Ask questions that help people think rather than questions that lead
• Resist the urge to jump in with solutions
• Help team members find their own answers and build capability
• Use coaching techniques in informal, everyday moments

Participants complete a working styles assessment and map their team. Through adapt-your-approach scenarios, they practice recognising different styles and flexing their communication accordingly. The module includes a practical tool for understanding what energises versus drains each style.

• A simple, memorable model for understanding working styles
• What motivates and demotivates each style (including their own)
• How to spot style preferences through everyday behaviours
• Why one-size-fits-all leadership doesn't work

• Read what individual team members need from them
• Adjust their communication style without feeling inauthentic
• Create conditions where different types of people can thrive
• Avoid demotivating people by accident

Participants audit their own team's psychological safety using a practical diagnostic, then work through response-to-mistakes scenarios that reveal how leader behaviour shapes team culture. The module includes speaking-up experiments they can try with their teams.

• What psychological safety actually is (and isn't)—beyond the buzzword
• The specific leader behaviours that build or destroy safety
• How fear shows up in teams and why it's so damaging
• The connection between safety and performance

• Create environments where people speak up, ask questions, and admit mistakes
• Respond to errors in ways that encourage learning, not hiding
• Model vulnerability appropriately as a leader
• Notice and address fear-based behaviours in their team

Participants work through a preparation framework for difficult conversations, then practice in realistic simulations with feedback. They'll learn de-escalation techniques for when things get heated and build a personal toolkit of scripts and sentence starters for common challenging situations.

• A preparation framework that reduces anxiety and increases clarity
• How to stay calm when conversations become emotional
• The art of being honest and kind at the same time
• De-escalation techniques for when things get heated

• Prepare for and navigate tough conversations with more confidence
• Give hard feedback without damaging the relationship
• Address performance issues clearly and fairly
• Handle defensive reactions without backing down or escalating

Participants audit their recent decisions and apply different frameworks to see what might have worked better. They'll practice using RACI for clarity and the "two-way door" concept for speed. The module addresses decision paralysis and when to consult versus inform.

• Different decision-making models and when to use each (consent, consult, vote, decide)
• How to use RACI to clarify who does what
• The "two-way door" concept for faster, lower-stakes decisions
• Why decision paralysis happens and how to break it

• Make faster, more confident decisions without being reckless
• Know when to involve the team and when to just decide
• Communicate decisions clearly so people understand the reasoning
• Avoid the trap of endless consultation that never concludes