SKILL UP | STAND OUT

Mid-Senoir Leadership Training

Courses

Leadership Excellence with Emotional Intelligence (EQ)

Objective :
In today’s fast-paced corporate world, technical skills are not enough. Emotional intelligence is the game-changer that separates good leaders from great ones. This program is designed to elevate your leadership impact through EQ mastery.
Outcomes :

By the end of the program, corporate leaders will be able to:

1.Identify and assess their own emotional triggers and patterns using self-awareness tools and techniques.

2.Demonstrate self-regulation by applying strategies to manage stress, control impulses, and adapt to changing situations.

3.Apply empathy to understand and respond appropriately to the emotions and perspectives of others.

4.Utilize emotionally intelligent communication to navigate difficult conversations, provide feedback, and influence others effectively.

5.Resolve conflicts constructively by recognizing emotional dynamics and fostering mutual understanding.

6.Foster team trust and cohesion by creating an emotionally safe and inclusive work environment.

7.Incorporate EQ strategies into leadership practices to improve employee engagement, morale, and performance.

Change Management & Leading Through Change

Objective :

Empower corporate leaders with the strategic mindset, frameworks, and leadership capabilities to champion organizational change, navigate resistance, and build a resilient, high-performing culture in dynamic business environments.

Outcomes :

Strategic Framework Mastery

  • Apply industry-proven models (Kotter, ADKAR, McKinsey 7-S) to change initiatives
  • 85%+ score on applied scenario assessments

Change Leadership Communication

  • Craft and deliver a compelling change vision with executive presence
  • Positive evaluations from peers and instructors

End-to-End Change Planning

  • Design and pitch a change strategy aligned with business priorities
  • 90%+ score based on executive review rubric

Resistance Management

  • Apply empathetic and tactical approaches to overcome employee resistance
  • 80%+ accuracy in case-based simulations

Impact Measurement & Feedback Loops

  • Track progress with KPIs and communicate results to stakeholders
  • Well-structured scorecard and debrief presentation aligned to criteria

Agile Leadership

Objective :
To develop adaptive, collaborative, and value-driven leaders who can effectively lead teams and organizations through agile transformation by embracing agile principles, fostering continuous improvement, and promoting a culture of innovation and accountability.
Outcomes :

1.Increased Agile Maturity

Metric: Improvement in team/organizational Agile Maturity Assessment scores by at least 20% within 6 months post-program.

2.Leadership Behavior Shift

Metric: 360-degree feedback shows a measurable increase (15% or more) in behaviors aligned with agile leadership (e.g., servant leadership, empowerment, adaptability).

3.Team Performance Improvement

Metric: Teams led by program participants show at least a 10% improvement in delivery speed, team velocity, or sprint predictability within 3 months.

4.Change Adoption Success Rate

Metric: Increase in successful adoption of agile practices or frameworks in teams managed by participants (e.g., 80% of initiated agile practices sustained after 3 months).

5.Employee Engagement

Metric: Pulse surveys indicate a 10–15% increase in employee engagement or satisfaction scores in teams under agile-trained leaders.

6.Strategic Initiative Alignment

Metric: Participants can articulate and apply agile leadership principles to align at least two ongoing strategic initiatives with agile values and customer-centric goals.

7.Learning Application

Metric: 90% of participants complete a capstone project demonstrating practical application of agile leadership within their context (e.g., transforming a process, coaching a team).

Strategic Thinking & Decision Making

Objective :
To equip participants with the knowledge, tools, and practical frameworks necessary to think strategically, assess complex situations, and make informed, data-driven decisions that align with organizational goals and drive sustainable growth.
Outcomes :

1.Increased Strategic Awareness

  • Outcome: Participants will be able to define strategic thinking and distinguish it from operational or tactical thinking.
  • Measure: Pre- and post-training assessments showing a 30% improvement in understanding strategic concepts.

2.Application of Strategic Frameworks

  • Outcome: Participants will demonstrate the ability to use at least three strategic decision-making frameworks (e.g., SWOT, PESTLE, Porter’s Five Forces).
  • Measure: Case study analysis or simulation with a minimum 80% success rate in applying appropriate frameworks.

3.Enhanced Decision-Making Skills

  • Outcome: Participants will effectively evaluate multiple decision options using cost-benefit analysis, risk assessment, and stakeholder impact mapping.
  • Measure: Decision-making exercise results evaluated by instructors using a standardized rubric.

4.Scenario Planning and Critical Thinking

  • Outcome: Participants will develop and present strategic responses to at least two complex scenarios using critical thinking techniques.
  • Measure: Peer and instructor evaluation with a minimum score of 85% on scenario planning presentations.

5.Strategic Communication

  • Outcome: Participants will improve their ability to communicate strategic decisions to stakeholders with clarity and influence.
  • Measure: Final group project presentations assessed on clarity, alignment, and persuasiveness by a panel of evaluators.

6.Actionable Strategy Development

  • Outcome: Each participant will produce a strategic action plan relevant to their role or organization.
  • Measure: Submission and instructor approval of a strategic plan meeting specific criteria (e.g., goal alignment, feasibility, metrics).

Inclusive Leadership

Objective :

To equip current and emerging leaders with the knowledge, skills, and behaviors necessary to foster inclusive workplace cultures where all individuals feel valued, respected, and empowered to contribute to their fullest potential.

Outcomes :

1.Knowledge & Awareness

  • Outcome: 90% of participants demonstrate increased understanding of key concepts (e.g., unconscious bias, microaggressions, privilege, allyship).
  • Measurement: Pre- and post-program assessments/quizzes.

2.Behavioral Change

  • Outcome: 75% of participants apply inclusive leadership practices in their day-to-day interactions.
  • Measurement: Self-assessments, 360-degree feedback, or manager evaluations within 3 months post-program.

3.Team Impact

  • Outcome: Teams led by trained leaders report higher inclusion scores.
  • Measurement: Annual employee engagement or inclusion surveys.

4.Organizational Influence

  • Outcome: Increased participation of underrepresented groups in leadership pipelines.
  • Measurement: HR metrics and demographic tracking over 6–12 months.

5.Commitment to Inclusion

  • Outcome: 95% of participants commit to a personal action plan for inclusive leadership.
  • Measurement: Completion and follow-up on personal inclusion goals (tracked via coaching, mentorship, or check-ins).

Leading Hybrid & Remote Teams

Objective :
To equip leaders and managers with the skills, tools, and strategies needed to effectively lead, engage, and manage high-performing hybrid and remote teams in a dynamic and digitally connected workplace.
Outcomes :

1.Enhanced Communication Proficiency

  • Participants demonstrate the ability to select and use appropriate communication tools for various team scenarios (e.g., status updates vs. brainstorming sessions).
  • 80% of participants show improvement in virtual communication best practices through pre- and post-program assessments.

2.Increased Team Engagement & Collaboration

  • Participants apply strategies to build trust, psychological safety, and team cohesion in a hybrid/remote environment.
  •  At least 75% report improved team engagement within 3 months (measured via team pulse surveys or feedback tools).

3.Effective Performance Management in Remote Settings

  • Participants create and implement performance tracking systems tailored to hybrid/remote environments.
  • 90% of participants complete a performance feedback simulation with a minimum score of 80%.

4.Improved Meeting and Time Management

  • Reduction in meeting times and frequency by 20% without impacting productivity (tracked via meeting analytics tools or participant logs).
  • Participants apply asynchronous work strategies and time zone coordination methods in simulated scenarios.

5.Cultural & Inclusivity Awareness

  • Participants identify and address potential inclusivity and equity issues in distributed teams.
  • Completion of a DEI (Diversity, Equity, and Inclusion) in Remote Work module with reflection exercises and scenario-based assessments.

6.Technology Adoption and Digital Fluency

  • Participants demonstrate proficiency in 2–3 key collaboration tools (e.g., Slack, MS Teams, Notion, Zoom, Miro).
  • 85% complete a practical tech challenge or remote workflow simulation successfully.

Executive Presence & Communication

Objective :
To equip leaders and managers with the skills, tools, and strategies needed to effectively lead, engage, and manage high-performing hybrid and remote teams in a dynamic and digitally connected workplace.
Outcomes :

1.Improved Verbal Communication:

90% of participants demonstrate clarity, confidence, and conciseness in presentations (measured via before/after video assessments or manager feedback).

2.Stronger Executive Presence:

80% of participants report increased confidence in high-stakes interactions (measured via self-assessments and peer evaluations).

3.Enhanced Active Listening & Empathy:

Observable improvements in active listening and emotional intelligence in team interactions (measured through 360° feedback).

4.Influence & Persuasion Skills:

Participants demonstrate increased ability to influence decisions and stakeholder buy-in (measured via role-play evaluations or project impact reviews).

5.Increased Visibility & Impact:

70% of participants take on higher-visibility roles or are recognized for leadership communication within 6 months (measured by HR/manager tracking).

Cross-Cultural & Global Leadership

Objective :
To develop globally competent leaders capable of effectively navigating, managing, and leading in culturally diverse and international environments by enhancing cultural intelligence, global mindset, communication, and ethical decision-making.
Outcomes :

1.Cultural Intelligence (CQ) Development:

  • Participants will demonstrate a measurable increase in cultural intelligence, as assessed by a pre- and post-program CQ assessment (e.g., Cultural Intelligence Scale).
  • Participants will be able to identify and analyze at least three key dimensions of cultural difference (e.g., individualism vs. collectivism, power distance) and explain their implications for leadership.

2.Global Communication Proficiency:

  • Participants will exhibit improved cross-cultural communication skills in simulated and real-world scenarios, evaluated via peer feedback and instructor rubric.
  • 90% of participants will complete a successful intercultural negotiation simulation with positive peer reviews.

3.Inclusive Leadership Skills:

  • Participants will demonstrate inclusive leadership behaviors in group activities and team projects, assessed using a 360-degree feedback tool.
  • At least 85% of participants will show improvement in inclusive leadership ratings from mid- to end-program evaluations.

4.Global Strategic Thinking:

  • Participants will develop and present a global leadership strategy for a hypothetical or real multinational organization, integrating cultural, political, and economic considerations.
  • At least 80% of participants will achieve a score of “proficient” or higher on a strategic global leadership project evaluated with a standardized rubric.

5.Ethical and Responsible Global Leadership:

  • Participants will analyze and respond to at least three complex ethical dilemmas in global leadership, using established ethical frameworks (e.g., Hofstede’s model, stakeholder analysis).
  • 90% of participants will pass a case-based assessment on ethical leadership with a score of 80% or higher.

Resilience & Stress Management for Leaders

Objective :
To equip leaders with practical tools, strategies, and insights to effectively manage stress, enhance emotional resilience, and maintain optimal performance in high-pressure environments, thereby fostering a resilient organizational culture.
Outcomes :

1.Increased Self-Awareness:

Measurement: 80% of participants demonstrate improved emotional awareness and stress triggers through pre- and post-program self-assessments.

2.Improved Stress Management Skills:

Measurement: 75% of participants report a reduction in perceived stress levels using standardized tools (e.g., Perceived Stress Scale) within 4 weeks of program completion.

3.Adoption of Resilience Practices:

Measurement: 90% of participants create and implement a personalized resilience action plan by the end of the program.

4.Enhanced Leadership Effectiveness:

Measurement: 70% of participants receive improved feedback on their stress response and emotional regulation from peers or direct reports (via 360-feedback or follow-up surveys) within 60 days post-program.

5.Sustainable Behavioral Change:

Measurement: Follow-up surveys conducted 3 months after program completion show that at least 60% of participants consistently apply 2 or more stress-management techniques learned during the program.

Vision & Purpose-Driven Leadership

Objective :
To develop leaders who lead with clarity, authenticity, and long-term impact by aligning their personal values and organizational goals with a compelling vision and a strong sense of purpose. The program aims to enhance strategic thinking, emotional intelligence, and the ability to inspire and mobilize teams around shared goals.
Outcomes :

By the end of the program, participants will be able to:

  • Define and articulate a clear personal and organizational vision that aligns with values and mission.
  • Lead with purpose by integrating core values into decision-making, communication, and leadership practices.
  • Inspire and engage stakeholders through compelling storytelling and authentic leadership.
  • Navigate change and uncertainty with resilience and a values-driven mindset.
  • Foster a culture of meaning and impact within their teams and organizations.

Conflict Resolution & Difficult Conversations

Objective :

To equip participants with the skills, tools, and confidence to effectively manage conflict and engage in difficult conversations in a constructive and solution-oriented manner, fostering healthier workplace relationships and improving team dynamics.

Outcomes :

1.Increased Confidence in Handling Conflict

Measurement: Pre- and post-program self-assessment surveys show at least a 25% increase in participants’ confidence levels in managing difficult conversations.

2.Improved Communication Skills

Measurement: 80% of participants demonstrate improved use of active listening, assertiveness, and empathy during role-play scenarios and post-training evaluations.

3.Reduction in Workplace Conflicts

Measurement: Within 3 months of program completion, managers report a 20% decrease in escalated conflict incidents in participating teams.

4.Application of Structured Conflict Resolution Techniques

Measurement: 90% of participants are able to accurately apply a structured approach (e.g., SBI Model, DESC Script) during simulated or real workplace scenarios assessed through follow-up coaching or evaluation.

5.Enhanced Team Collaboration

Measurement: 75% of teams with program participants report improved collaboration and communication in team health surveys conducted 1–3 months post-training.

SKILL UP | STAND OUT

we are formally known as Headwaters Training Consultants Pvt. Ltd. PROPUPIL empowers growth through tailored solutions that boost leadership, performance, and strategic alignment.

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