Leadership is changing, the traditional top-down command and control management style is no longer successful in today’s fast-changing work environment. The new and complex reality requires a paradigm shift in leaders’ mindset and a new understanding of what constitutes effective leadership.

​

This training focuses on developing managers who want to be adaptive and agile in their leadership style, learning how to lead themselves and others with the purpose of creating conditions for an environment that will allow business agility to thrive.

​

The Agile People Leadership module can be combined with our other modules to tailor the right learning experience for you. Combine with Agile Fundamentals and receive an ICAgile certification for ICP-LEA.

​

Dates:

Agile Leader (L1) 22 April 14:30 – 16:00

Agile Leader (L2) 28 April 14:30 – 16:00

Agile Leader (L3) 3 May 14:30 – 16:00

Agile Leader (L4) 12 May 14:30 – 16:00

Agile Leader (L5) 19 May 14:30 – 16:00

​

​

Agile Fundamentals Workshop Dates:

Introduction 23 March 14:30 – 16:00

Agile Fundamentals (F1) 29 March 14:30 – 16:00

Agile Fundamentals (F2) 31 March 14:30 – 16:00

Agile Fundamentals (F3) 7 April 14:30 – 16:00

Agile Fundamentals (F4) 11 April 14:30 – 16:00

Agile Fundamentals (F5) 13 April 14:30 – 16:00

​

Session L1: The Why & What of Leading with Agility

In this session, we explore the changing environment & dynamics that call for a different approach to leading and following.  We look into the misalignment between what managers think drives their people, and what people – knowledge workers specifically – expect from the people managing and leading them.  Finally, we explore our own personal understanding and expectations. what are some of the attitudes, expectations, and concrete behaviors we expect to see from people who lead with agility.

​

Session L2: Behaviours that Enable Agility
When you wish to make a radical change or transformation, understanding three things enables you to make the shift.  Where are we coming from, where are we now, and where are we heading toward.   In this session, we explore the evolution of leadership theories and which leadership styles and approaches they have given birth to.  We determine what is still relevant.. and what needs to change.  A big part of that shift comes from understanding the nature of Power & Influence, and how the ways in which we gain power might be changing. Finally, we look into specific qualities & competencies we can cultivate and develop to increase our own personal agility.

​

Session L3: Knowing & Connecting with Yourself
If we cannot understand and embrace ourselves, we have little hope for fully understanding and accepting others. Understanding why we react to things in certain ways gives us the insights and ability to better choose our responses and change how we show up in our interactions. Leading others starts with developing our own self-leadership. In this session, we explore ways to map and become more aware of our own experiences. We dive into heuristics – cognitive biases – to understand how they work and influence our thinking; how we can become more aware of them and most importantly.. how we can counter them.

Finally, we explore specific leadership mind-traps, and how we can unlock those mind-traps to show up in better ways as leaders.

​

Session L4: Developing & Leading Ourselves
Having gained some insights into how we can know and connect with ourselves to choose how we respond to situations and show up in our interactions with others, it’s now time to put that into practice. We familiarise ourselves with the Clear Leadership model developed by Gervase Bushe, and how to develop the 4 selves of the Leader.. the Aware Self, the Descriptive Self, the Curious Self, and the Appreciative Self.

We explore several different contexts where we can put these into practice… to better check-in with people; give and receive effective feedback, step into coaching leadership, and defusing conflicts through creating inter-personal clarity.

​

Session L5: Skilful Communication
Communicating effectively; relating to others, creating and maintaining healthy interactions, having productive conversations, and ultimately the ability to influence others requires both practice and an understanding of the dynamics of effective communication. In this session, we work on the dynamics of effective communication through the lenses of several mental models; the dynamics of productive conversations, and the power of effective storytelling to move and influence others.  We explore 3 types of stories we can learn to identify and narrative patterns that help you tell compelling stories as a leader.

​

Learning Outcome

 

Why Agility in Leadership is Needed – An understanding of why traditional approaches to management and leadership don’t always meet the needs of our transforming. In particular, leaders will self-assess to determine how they might need to change their own behavior and attitudes to properly serve the needs of 21st-century organizations.

 

Leadership styles that increase Agility – Learn different types of leadership styles and the impact they have on motivating behaviors to increase learning, innovation, and collaboration.

 

Personal Agility – How to develop yourself as a leader through self-assessment, self-management, and mindfulness.

 

Relationship Agility – Models for emotional intelligence in the context of Agile organizations. Develop an awareness of the different systems found within organizations, the often-hidden dependencies between them, and how conflict can arise when they have incongruent agendas.

 

Exercising Agility in key conversations   – How to practice inquiry & advocacy skills, including framing invitations rather than demands and asking clarifying, opening, deepening, and provocative questions. Learn to enable high-quality conversations as a leader as opposed to always participating in them.

​

The Nature of Organizational Transformation and Agility – Describe how transformation is different from typical sponsored change initiatives. Point out that transformation generally implies a change in purpose or strategy that is radical and systemic, while sponsored change initiatives are more limited and typically focus on the how and less on the what and why. Explain how traditional organizational change models designed for limited change initiatives may not provide all leaders who need to navigate transformation.

​

Why Transformation is needed for Agility – Understand how established organizations need to undergo a transformation in order to develop agile capabilities.

​

About the certification

ICAgile (International Consortium for Agile Accreditation). The International Consortium for Agile (ICAgile) is an internationally recognised, independent accreditation and certification body. ICAgile focus on advancing high-quality agile learning by ensuring courses align with learning objectives as defined by industry experts.

​

Complete the Agile HR workshop combined with the Agile People Fundamentals workshop to receive a ICAgile certification for ICP-AHR.

​

Complete the Agile People Fundamentals workshop combined with the Agile People Leadership to receive an ICAgile certification for ICP_LEA.

​

Benefits of Agile Workshops

• Confidently discuss Agile values, concepts and practices with leaders and teams.

• Understand why organisations are ‘going Agile’ and the implications for HR and leaders.

• Gain practical tools and methods to start applying Agile HR to your own work.

• Discover how to build a great employee experience using Agile HR tools and practices.

• Develop adaptive and agile managers that understand themselves and others.

• Understand how to create conditions for an environment that will allow the business agility and teams to thrive.

• Create a psychological safe culture where learning is creativity and innovation is emphasised.

• Identify the gap between structures and culture and how can leaders close the gap to build more aligned system.

• ​