Leadership workshop
for 11 first time team leads

How we planned it

1. 1

   What the pre meeting revealed

   Most participants were first time leaders who had never had leadership training, each leading about four to five people. The company was handing leads authority over resume screening, annual reviews, and probation decisions, and wanted them to treat it as a role rather than a privilege, as hands on leaders. On the leads side, the biggest worry was being disliked and therefore not giving feedback directly.

2. 2

   A survey set the order and the time

   We designed a separate ten minute survey and collected answers from all 11 participants. Eight named feedback as a concern, seven named delegation, and five named leading people stronger than themselves, and regular feedback scored lowest at 3.09. Following those results, feedback went first and got the most time.

3. 3

   Turning company values into behavior

   We paired the three core values with the leads concerns. Integrity was linked to feedback, Ownership to delegation, and Courage to hard conversations, so the values became actions for the next day rather than slogans.

4. 4

   Relatable cases instead of theory

   The company wanted a workshop built on activities and cases. So instead of a generic group exercise such as negotiation, the anonymous concerns the leads wrote down became shared cases, diagnosed together with self determination theory. Each concept came with a similar case from real experience so leads could map it onto their own situation.

5. 5

   Carrying it past the workshop

   The company wanted follow up actions that continue after the day. So each lead finished by writing an action contract, and in line with the company push for AI, each contract had to include one task to automate with AI.

What we taught

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