Insight Leadership | Executive Command System Training

Executive Command System Training

Executive Command System
Command System Training Brochure
Our Philosophy
Our Approach to Leadership Development Seminars
Facet5 Personality Test
Leading Myself
Leading Others
Leading the Organisation
Testing and Effectiveness

Our Philosophy

All of those privileged to run an organisation must develop their own leadership style. For this to be both unique and effective, we believe that senior leaders need:

  • self-awareness.
  • very high-order reflection skills, based on clarity of thought.
  • a systematic approach to getting things done.
  • strong communications skills.

To develop these fundamental attributes in our participants, we have developed a programme, divided into three modules: Leading Myself, Leading Others and Leading the Organisation.

Our Approach to Leadership Development Seminars

The foundation of our programme is self-awareness. Once techniques to achieve this have been developed, the content is delivered as 10 subject-matter areas. These range from areas which require management ability (such as designing processes and delegation) to those requiring leadership skills (such as providing vision and developing strategy).

The full set of topics covered is illustrated in the executive command system. This also shows how individual subjects are related to both leadership and management.

In each of these 10 subject-matter areas, specific concepts, all based on real-world experience, are discussed and practised, so that executives can use an individual approach to develop them in their own organisation.

Our method is based on a simple and proven approach. We provide 30- to 45-minute interactive lectures, followed by content-based exercises (case studies, simulations, role-plays and discussions), ending with a concept review – to ensure that the subject matter is understood.

Finally, we ensure that leaders attending our programme benefit from:
• value for time spent.
• content expertise, relevant experience and a point of view from the facilitators.
• opportunities to share views and learn from other participants.
• easily understood concepts and tools which can be applied in the workplace.

Facet5 Personality Test

To help to develop self-awareness, all participants take the Facet5 personality inventory, before our Leading Myself module. Facet5 is designed to measure the five major aspects of personality. The use of Facet5 is standard in our programme, unless our clients desire to use an equally valid and robust instrument.

Leading Myself (3 days)

Objective of the workshop
This workshop focuses on individuals, their leadership and the impact which they can have on others. Participants explore how their personality shapes their behaviour and what they can do to enhance their personal effectiveness as a leader.

Content focus
• Leadership at the gates of hell
• Knowing yourself
• Stopping the train wreck – preventing – career derailment
• Reflection
• A systematic approach to executive command
• Conflict resolution and decision-making
• Followership
• Individual development plans

Outcomes
• Enhanced self-awareness
• A clear understanding of the difference between leadership and management
• A clear understanding of what is required to lead
• Higher-order reflection skills
• Strategies to help to improve relationships with bosses, peers and subordinates
• How to say ‘no’ and get promoted
• Clear development goals and action plans to improve leadership ability

Leading Others (3 days)

Objective of the workshop
This workshop focuses on the relationship between leaders and their team. The content builds on concepts explored in the Leading Myself module, to help participants to develop a clear, simple and systematic approach to leading their teams.

Content focus
• Trust through strength, truthfulness and loyalty
• Delegation
• Motivation through higher needs
• Staying the course – feedback and coaching
• Leading up

Outcomes
• A clear approach to building and motivating an effective team
• Concrete tools and concepts on how to delegate, give feedback and provide performance coaching
• A new approach and regard for how to deal with one’s boss
• A revised action-plan, incorporating what has been learned in the module

Leading the Organisation (3 days)

Objective of the workshop
This workshop focuses on the relationship between the leader and the organisation. The content builds on the Leading Myself and Leading Others modules, to help participants to understand the key elements required to lead an organisation effectively.

Content focus
• Inspiring through vision and values
• Developing strategy
• Communicating with impact
• Identifying rogue leaders
• Comfort in a stampede – leading and managing change
• Last orders – preparing for succession

Outcomes
• Clear thinking on how to develop and use a vision
• A complete approach to effective communication
• How to frame effective strategy
• A strong understanding of the key elements of leading and managing change
• A clear methodology for succession-planning
• A revised action-plan, incorporating what has been learned in the module

Testing and Effectiveness

Post-module survey
At the end of each module, participants fill out a survey to provide immediate feedback. Such surveys typically assess the quality of the facilitators, suitability of content, methods of learning, pace, room and any other aspects which the client wishes to assess.

Individual development plan (IDP)
After each module, participants are asked to draw up an IDP, highlighting their specific leadership development goals.
They are asked to review this with their manager, within three weeks of completing the module.

Post-module review
After modules 1 and 2, participants complete a brief online review. This allows participants to revise the content of the module and the facilitators to assess retention and understanding of concepts.

Post-programme evaluation survey
After the end of the programme, participants are sent an online evaluation survey to measure:
• retention of knowledge.
• behavioural change.
• how much content has been applied at work.
• the impact of the training on the business and company.

The survey is also conducted with the participant’s manager and HR department representative, in order to capture an accurate picture of the return on investment (ROI).

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