The first hour of the first day is when managers make or break their success as a future leader. It is the moment when the team sizes up the future manager, it is the moment when the future manager must:
	•	Create trust in his/her ability as a leader
	•	Create total buy-in for his/her vision
	•	Set clear parameters of interaction and team rules in place
	•	Start creating a team culture of total openness and communication
	•	Set clear mutual expectations
	•	Clearly observe the ‘roles’ each team member has chosen for themselves (Pioneer, Fence Rider, Nay Sayer) and have a step-by-step action plan to convert doubters into believers
	•	Create clear Action Plans for the team coupled with follow-up sessions to measure the success of these
	•	Coach the team to mature into becoming self-driven, fully responsible individuals who take true ownership of their projects
	•	Install measurable rewards systems that allow each individual to measure their success and go for more (these will be monetary and non-monetary rewards)

Phase II. Maturing Leadership Capabilities
These interactions are focused on managers who have 2 or more years of active management experience. Reflecting on their field experiences the participants will be able to fine tune key aspects of their leadership skills and achieve measurable quantum leaps in their team’s performance once they are equipped with these cutting edge leadership insights:

Transformational Leadership Language (1 – 2 days)

The success of a leader depends on becoming fully aware of the meaning of language, the words he/she uses, the key semantics of how to construct tightly focused messages and questions that allow their team members to create total clarity of intention. Hand in hand with the verbal component of communication a leader has to be aware of the immense impact of non-verbal communication.

Participants will mature into becoming exquisite communicators who craft tightly focused communication interactions leading to total clarity for all parties involved, this in turn leads to measurable increases in delivery speed and team efficiencies.

Participants will learn:
	•	Transformational Leadership Vocabulary → replacing non-directive words with specific words that create total clarity of intention and personal responsibility
	•	Leadership Language Semantics → participants learn how to structure their every sentence to create tightly bundled information packages
	•	Every Sentence Is A Mini Contract → participants learn how to shift their team’s perception of commitment: each sentence exchanged within the team is actually a mini-contract, each team member is responsible for clarifying what he/she is setting out to do
	•	Saying No Is Productive! → many teams suffer from a chronic ‘yes’ syndrome, promises are often made and often not kept because the team member was too afraid to say ‘no’. Participants will learn how to create an open communications climate that allows for a ‘no’ to be said at the right time
	•	Using verbal/non-verbal communication → fully 55% of all human communication is non-verbal, participants will learn to use their non-verbal communication to create trust in their message, as well as being able to ‘read’ their teams current level of buy-in, questioning, mood, etc
	•	Creating Congruent Communication → participants learn the crucial importance of crafting congruent messages in words, tonality and body language, this congruency creates total team buy-in with minimal resistance and doubt
	•	Creating Complete Communications Loops → participants learn to create complete communications and feed-back loops from the very inception of an Action Plan through to the final delivery of a successful project
	•	Debriefing & Coaching Language → participants learn to use specific debriefing/ coaching questions and language, allowing them to create a safe environment for individual team members to open up completely and share their unspoken mental/emotional blocks. Removing these unspoken blocks allows the individual to focus on creating outstanding results

Participants will learn how to:
	•	Become excellent observers who can pinpoint personal/emotional blocks in their team members with great accuracy
	•	Excel at de-briefing team  partners, facilitate individuals and groups to speak openly about their current blocks and help them overcome these
	•	Create clear cut, step-by-step Action Plans and agreements that allow each individual team member to achieve measurable success
	•	Grow each team member’s ability and believe to achieve by coaching them through difficult projects and decision making processes
	•	Implement totally transparent delegation processes to empower their team members to take on ever larger responsibilities by themselves
	•	Empower each team member to become a possible future leader in their own right by training them to fully understand strategic decision making processes

Holistic Leadership → Creating Massive Loyalty Based On The 5 Key Concerns Of Humanity (2 days & recommended follow-up coaching)

1. Spiritual
2. Emotional
3. Mental
4. Financial
5. Physical

The further and faster a person gets promoted through the ranks the ‘lonelier’ it gets. Individual corporate leaders may end up operating in an almost isolated environment, they may get hardly any feedback from the team since the team relies on the leader to take the necessary decisions. This puts many leaders in the position of operating in the ‘fog of war’, taking the best decisions possible under an ever evolving market place, largely re-acting to current necessities.

All our interactions are designed to support these high ranking corporate leaders to step out of the ‘fog of war’, take a clear look at themselves, their thinking process and their strategies. This detachment creates the necessary space to create new ideas and move ahead with a new degree of clarity.

Our role is to:
	•	Create a fast moving, interactive communications climate
	•	Carefully monitoring each communications exchange for total clarity of intention and purpose
	•	Keeping the agenda on track and making sure the process does not get derailed by disruptive thoughts and intentions
	•	Defuse possible hidden political/personal agendas and create trust in the process, allowing each participant to speak their full truth
	•	Facilitate total communication from all members/by all members, avoiding the possible ‘silent trap’ some of the less outspoken participants might fall into
	•	Capturing powerful new thoughts and crystallizing them into specific actions
	•	Support all managers to negotiate clear cut, measurable solutions and how to create complete buy-in for these at the next meeting with their team members

The Best & Brightest are looking for more! They are looking for the right corporate culture, a culture that has:

• The Big Vision
• The freedom to act, experiment and grow their own visions
• An open, fast moving, cooperative, networked working culture where ideas and possibilities are allowed to flourish
• A culture that fully understands the thinking pattern of the networked generation and how it prefers to work & deliver results (see the impact of Wikipedia → Wikinomics)

Participants will get insights into:
	•	Creating a magnetic corporate culture and vision that challenges and attracts the Best & Brightest
	•	Why money alone is not sufficient to motivate and maintain the Best & Brightest
	•	Understanding Advanced Holistic Leadership principles based on the 5 Key Domains Of Human Concern (Spiritual, mental, emotional, financial & physical)
	•	Understanding the impact the world wide web and it’s cooperative work patterns (see Wikinomics) has had on the thinking patterns of the next generation of the Best & Brightest
	•	Opening your company’s working and reporting structures to accommodate the working and thinking style of these highly independent thinkers who create new thought and business universes through intense idea networking
	•	Guide the existing management through this re-invention process

Invitational Leadership → Creating A Culture Of Total Personal Ownership (2 days & recommended implantation follow-up)

The existing working paradigm of employee-employer is shifting fast. Companies who are populated by individuals with the classic ‘employee’ mentality (you tell me what to do and I will do it because you are the boss) live in a state of tacit resistance and re-action. Most of their team members do things because they ‘have to’, this creates inner friction and lack of ownership.

From Re-Action To Voluntary Action And Ownership
The truth is that no single individual ‘has to’ work for any given company. The company an the individual freely chose to work with each other.

Generating Measurable Increase In Productivity

Using Invitational Leadership companies have been able to achieve measurable increases of productivity by installing a working culture that removes the employee paradigm and replaces it with a new paradigm of personal maturity and responsibility to get the job done.

Participants will learn how to:
	•	Analyze paradigms and assumptions that bring about the re-active ‘employee syndrome’ and how to break through this paradigm
	•	Completely define the philosophy and responsibilities attached to Invitational Leadership
	•	Understand the time lag involved in allowing an individual to move from re-active low responsibility behavior to pro-active high responsibility behavior
	•	Install a culture of total personal responsibility across all ranks
	•	Handle the initial emotional insecurities attached for team members to freely express their opinions and thoughts
	•	Define clear action – responsibility – rewards cycles that allow each individual to measure their own impact and desire more and more responsibilities attached to the fair rewards