Leadership in Action:
Leadership Foundations for Emerging and Frontline Leaders
True leadership rests on the ability to create clarity, build trust, and
drive accountability through consistent behaviour.
Effective leaders communicate expectations clearly, model the standards they expect, and take responsibility not only for results but for the environment in which those results are
achieved.
They demonstrate self-awareness and emotional regulation, understanding that their reactions set the tone for the team.
By aligning direction, behaviour, and performance expectations, strong leaders create stability, encourage ownership, and enable others to contribute at their best.
1-Day Course
2-Day Course
What you will learn:
Course Content
DAY 1: LEADING SELF AND LEADING OTHERS
THE SHIFT FROM INDIVIDUAL CONTRIBUTOR TO LEADER
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Responsibility shift: from “doing” to “enabling”.
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Accountability expands beyond your own performance.
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You are always modelling behaviour.
LEADING SELF FIRST
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Trigger awareness.
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Growth mindset.
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Circle of control vs influence vs concern.
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Response vs reaction.
COMMUNICATION FOUNDATIONS FOR LEADERS
New leaders often fail due to unclear communication. Learn how to focus on:
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Clarity of expectations
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Active listening
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Non-verbal leadership signals
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Checking for understanding
BUILDING TRUST & PSYCHOLOGICAL SAFETY
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What psychological safety looks like in teams.
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Why people disengage.
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Leader behaviour as tone-setter that focuses on:
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Consistency
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Follow-through
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Fairness
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Listening without punishment
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FEEDBACK & ACCOUNTABILITY CONVERSATIONS
Effective feedback means being honest with people about what they’re doing right and what they’re doing wrong in the moment that they’re doing it.
Learn how to focus on:
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Respect
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Clarity
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Expectations
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Open feedback loops
Practice using the following feedback models:
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SBI
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DESC
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STAR
Course Content
DAY 2: LEADING PERFORMANCE, CONFLICT, AND CULTURE
DELEGATION & OWNERSHIP
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Delegate outcomes, not just tasks.
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Match task to capability.
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Follow-up without micromanaging.
MANAGING PERFORMANCE EARLY
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Performance is clarity + capability + motivation.
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Most performance problems are expectation problems.
DIFFICULT CONVERSATIONS & CONFLICT
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Why managers avoid conflict
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The cost of avoidance.
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Separating behaviour from person.
Structuring the conversation also allows you to remain on point and avoid unnecessary tangents.
See how to structure your conversations to:
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State facts
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Express impact
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Ask perspective
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Agree next steps
LEADING TEAM CULTURE & NORMS
Culture is shaped by what leaders:
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Reward
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Tolerate
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Ignore
Build team norms by focusing on:
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Communication norms under pressure
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Escalation expectations
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Conflict recovery expectations
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Accountability agreements
People resist uncertainty, not change. Leaders must provide:
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Direction
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Stability
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Emotional regulation
PERSONAL LEADERSHIP ACTION PLAN
At the end of the 2-day course, participants complete a 90-day leadership development roadmap that includes:
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My top 3 leadership strengths
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My 3 risk areas
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One conversation I will initiate
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One behaviour I will stop
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My leadership standard statement
Participants will also be introduced to a peer accountability model.
“One of the very few training courses
that I actually enjoyed”
That’s what we hear over and over again from our participants.
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