Leadership Bootcamp

Deam Nitin Nohria, an Indian American academic, describes management “…as working with other people to make sure the goals an organization has articulated are executed.  It is the process of working with others to ensure the effective execution of a chosen set of goals. The basis of management is for the manager to ensure that the Four Functions of Management are achieved ie:

• Planning
• Organising
• Leading
• Controlling 

In conclusion, the manager’s primary aim is to accomplish all the goals, objectives, KPIs etc they are set or have been agreed.

According to Ralph Nader, American lawyer and political activist, “Leadership is about developing what the goals should be. It’s more about driving change.”  Leaders are less focused on how to organise people but more interested in identifying finding ways to align, motivate and influence them.

The leader’s primary aim is to allow people to ‘achieve’. The basis of leadership is for the leader to have personal qualities such as:

• Trusting others 
• Inspiring others
• Motivating others
• Communicating with others
• Being visionary

Change is a constant in most organisation.  Closer to the stakeholder, change will evolutionary and be seen as incremental where strategic change can be transformational.

David A. Shore, a lead instructor at Harvard Business School, says:  “When change initiatives fail (and they do so more often than not) they rarely fail on technical skills (hard skills), they fail on the people skills.”

Putting people first is essential for successful management changes.  Addressing the needs and concerns of the workforce boosts the likelihood of successful adoption. Early employee engagement, clear communication, and sufficient support are key steps in this journey.

Experts, supported by research over the past few decades, have stated that the most important leadership qualities are centred around soft skills and emotional intelligence.  Sunnie Giles, organisational scientist, executive coach and contributor to Forbes, Harvard Business Review and other business articles conducted a survey of 195 leaders from more than 30 global organisations.  Being open to ideas and experimentation is only one strength that strong leaders exhibit.

As we move more into a business world where many managers are unable to do the jobs of their staff according to Simon Sinek, “we have to move from being responsible for the job, to being responsible for the people who do the job”.

As people feel more trusted and empowered, they will try new things.  Good leaders realise that by giving staff the freedom to experiment will bring great benefits to both the organisation and the employee.

Company culture is important because it serves as the foundation for how employees interact and perform within an organisation.

In the same way as regions within a country can display differences in culture, so can functions vary with organisations, eg sales, finance. engineering and customer service or between lawyers and administration staff.

The DISC personality model is a behavioural assessment tool that categorises human behaviour into four main personality types: Dominance, Influence, Steadiness, and Conscientiousness, along with the means to identify the relative tendency of individuals to behave according to these predictive scales.

Emotional intelligence (EI) enhances your ability as a leader to navigate relationships and make better decisions.  As a leader, EQ helps you connect with your team and peers on a deeper level.  This subsequently improves communication, trust, and collaboration.

According to Kevin Kruse, NY Times best-selling author, ‘Employee Engagement is where an employee has an emotional connection to the organisation and the organisation’s goals.  An engaged employee gives a high level of discretionary effort’.

Discretionary effort is the extra work employees choose to do beyond basic requirements. Many organisations focus on negative or extrinsic motivators, which can lead staff to do just enough to avoid issues. Engagement, by contrast, stems from intrinsic motivation and personal commitment.

Material will be delivered in an interactive style, using facilitation, brainstorming and discussion. The Leadership Bootcamp training course will use a balance of theoretical insight, and real-life examples. The training course methodology includes individual, and group activities focused on skill development and skills development

Our training courses are led by seasoned professionals who bring deep and relevant industry knowledge, international experience and a practical background into every training session - ensuring relevant, actionable learning.

Yes, on successful completion of this training a GLOMACS Certificate will be awarded to the delegates. Continuing Professional Education credits (CPE): In accordance with the standards of the National Registry of CPE Sponsors, one CPE credit is granted per 50 minutes of attendance.

Yes. GLOMACS offers customised and in-house delivery options. The content of this training course can be tailored to reflect an organisation’s specific strategic objectives, workforce challenges, and data maturity, ensuring maximum relevance and impact. 

 For further details or to discuss customisation requirements, you may call us on +971 (56) 538 7389 or email inhouse@glomacs.com . You can also submit a detailed enquiry through our in-house training page at: https://glomacs.com/in-house-seminars

If you would like further information about these training courses, our team is available to provide professional guidance and support. We are pleased to assist with course selection, the registration process, and any related enquiries.

TEL: +971 (04) 425 0700

WhatsApp: +971 (56) 538 7378

Email English: info@glomacs.com

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