Self Leadership

Imagine a workplace where people were committed to growing self-awareness, managing their emotions and building relationships. A workplace where people were active in their own development, willing to hold themselves accountable and show empathy for others. Sounds a little utopian, right?

Not if we give people the knowledge and skills to do this; because you’re not born with these abilities, they’re learned. Building a ‘leadership brand’ from the ground up, by starting with self, is the best way to educate people into a way of leadership that celebrates ownership and empowerment.

Who would benefit from this program?

  • Graduates who need to be trained in self-leadership skills for new roles
  • Emerging leaders who are new to or are going into leadership roles
  • Leaders who want to grow their self-awareness and emotional intelligence
  • Team members who will benefit from self-leadership to work more autonomously
  • High performing team members who will grow into leaders

What will participants explore and apply in this program?

  • An understanding of their values, fears and hopes and how these influence behaviours
  • Contemporary frameworks and techniques for developing self-awareness
  • Strategies for regulating emotions and overcoming resistance to challenges
  • Tools and templates for developing self-awareness and regulating emotions
  • A reflective practice method for attracting deeper insights and realisations

I didn’t know I had so much growth in me until I started the course, I could feel myself changing and loved every minute of the experience.

Stage II
We customise the leadership program based on your needs or we work with you to identify needs before building the program. To see different customised examples of the Self-Leadership program, click through the carousel below.
Example 1 | Owning your role
The goal of this eight month program is for team members to work more autonomously and own their roles. There are specific frameworks team members use to put each focus skill to work. Once a month, they debrief the development of these skills with their manager after having completed the workshop and a real-world application task.

Example 2 | Building a Leadership Brand
The goal of this six month program is for leaders who are new to their roles to apply their learning and reflect on results to build their ‘leadership brand’. They record these reflections in an ‘application portfolio’ so they can present a picture of their leadership brand back to the business at the end of the program.

Example 3 | Being your best self
The goal of this intensive program is to invest in high potential team members, preparing them for leadership roles. By nurturing the development of these top performers, the business encourages them to feel valued while, at the same time, proactively sets them up with the mindset and skills needed for leadership.

Program Snapshot

Delivery Options

In Person

Virtual

Hybrid

Key Outcomes

1. Team members who recognise and regulate their emotions

2. Self-aware team members who reflect on and change behaviour

3. Team members who own their development and performance

4. Stronger relationships across teams as empathy is cultivated

5. Greater autonomy as responsibility and self-accountability grows

Key inclusions

1. Training needs analysis

2. Program roadmap

3. Induction

4. Workshops

5. Tools for application

6. Group coaching

7. Final presentations

Optional inclusions

1. Welcome box

2. Activities (e.g. Hackathon)

3. 1:1 coaching

4. Participant management

5. Curated content library

6. Assets (e.g. eLearning, video)

7. Hosting platform

8. Guest speakers

9. Reflection survey

 

Target Audience

Teams

Leaders

Let Thinka Help You

    Q
    Our in-person delivery option maximises opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – this in-person approach is valuable for building strong bonds and bringing people together to collaborate.
    Q
    Our virtual delivery option breathes fresh life into the online experience with its almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built materials, participants can be assured of lively, dynamic sessions that have a distinct bias to action. Going virtual keeps program sessions succinct, sharp and focused on targeting particular skills in a dynamic way.
    Q
    A hybrid model takes the best of in-person and virtual delivery options and blends them together, so there’s a healthy mix of face to face collaboration and targeted skill building. Depending on the program themes, we work with you to decide what is better suited to getting together in a training space versus what would sit comfortably in an online setting. This flexible combination allows you and your team to get the best of both worlds.
    Q
    This audience includes team members who are developing skills to perform their role with greater capability. The skills are geared toward increasing personal and professional effectiveness and are transferable across different contexts – making them last as they move through their career development journey.
    Q
    This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.