Women’s Senior Leadership Masterclass Training Course

Participants can communicate strategic recommendations with authority, clarity and audience awareness.

• Executive presence diagnosed across substance, signalling, composure and audience expectations
• Message maps convert strategic intent into headline, evidence and request
• Pyramid Principle structures recommendations before supporting analysis and operational detail
• Board papers separate decision required, options, risk exposure and recommendation
• Voice, pace and silence managed during high-stakes scrutiny
• Framing counters likeability penalties without diluting authority or accountability
• Media-trained answers handle interruption, challenge and hostile reframing

Participants can build ethical influence strategies for decisions beyond their formal authority.

• Influence objectives specify target behaviour, decision route and evidence required
• Reciprocity exchanges mapped without creating obligation, favouritism or ethical compromise
• Coalition plans sequence sponsors, allies, blockers and informal opinion leaders
• Principled persuasion combines interests, standards, alternatives and credible commitments
• Social proof and scarcity used ethically in executive decision communications
• Stakeholder conversations tailored to incentives, risk tolerance and political concerns
• Influence maps reveal gaps between formal reporting lines and actual power

Participants can prepare and lead high-stakes negotiations and conflict conversations with appropriate firmness.

• BATNA, reservation point and aspiration level prepared before consequential negotiations
• Interest-based bargaining separates positions from underlying needs, fears and constraints
• Anchors, concessions and packages managed without signalling avoidable weakness
• Gendered backlash risks anticipated when asserting value, boundaries and non-negotiables
• Thomas-Kilmann modes selected according to stakes, relationship and time pressure
• Conflict conversations use observation, impact, request and agreed next steps
• Harassment or discrimination concerns escalated through appropriate policy and governance routes

Participants can frame strategic decisions for executive scrutiny, risk management and accountable governance.

• Decision rights clarified with RAPID for cross-functional, high-consequence decisions
• Pre-mortems expose failure modes, assumptions and weak early-warning indicators
• Risk appetite statements distinguish acceptable exposure from escalation triggers
• Board-level recommendations connect strategic options, financial implications and stakeholder consequences
• Cognitive bias checks address confirmation, groupthink, overconfidence and attribution errors
• Governance cadence assigns decision owners, challenge roles and review points
• Ethical dilemmas tested against duties, consequences, fairness and organisational values

Participants can create team conditions that support challenge, accountability, talent progression and performance.

• Psychological safety diagnosed through speaking-up patterns, error reporting and challenge quality
• SCARF conversations address status, certainty, autonomy, relatedness and fairness
• Performance standards translated into observable behaviours, measures and review rhythms
• Succession slates tested for readiness, exposure, development and diversity
• Talent sponsorship creates access to assignments, advocates and decision forums
• Delegation agreements define outcomes, authority limits, checkpoints and escalation criteria
• Inclusive meeting design distributes airtime, credit, challenge and follow-through

Participants can lead credible change and crisis responses while maintaining trust and operational focus.

• Change narrative links case for action, choices, impacts and commitments
• Stakeholder heat maps identify adoption risks, resistance sources and local influencers
• ADKAR diagnoses awareness, desire, knowledge, ability and reinforcement gaps
• Transition plans distinguish operational continuity from behavioural adoption requirements
• Crisis communication balances facts, uncertainty, empathy, accountability and next actions
• Scenario planning tests leadership responses under regulatory, operational and reputational pressure
• Resistance conversations surface losses, competing priorities and unspoken concerns

Participants can position their experience, relationships and ambition for senior executive progression.

• Career capital audited across results, reputation, relationships and distinctive expertise
• Sponsor selection targets advocates with credibility, proximity and organisational influence
• Developmental assignments chosen for scale, ambiguity, enterprise exposure and board visibility
• Board-readiness gaps assessed against governance, finance, risk and fiduciary duties
• Personal brand statement connects leadership contribution, evidence and strategic direction
• Network portfolio balances operational contacts, strategic peers and external perspectives
• Succession conversations frame ambition, readiness evidence and next-role requirements

Participants can protect leadership capacity while making deliberate choices about priorities, boundaries and support.

• Energy audit identifies recurring drains, renewal practices and capacity constraints
• Boundary scripts protect priorities while maintaining relationships and executive responsiveness
• Imposter thoughts separated from evidence through attribution and achievement review
• Values-based choices resolve competing demands, visibility pressures and career trade-offs
• Stress signals monitored through sleep, concentration, irritability and decision quality
• Recovery protocols schedule decompression after conflict, travel and critical incidents
• Support systems specify mentors, sponsors, peers and professional resources

Participants can translate course methods into a sequenced plan for a current senior leadership challenge.

• Leadership challenge framed with outcome, stakeholders, constraints and decision horizon
• 90-day plan sequences priorities, influence actions, milestones and measures
• Personal stakeholder map identifies sponsor actions, alliance gaps and resistance risks
• Executive communication plan assigns messages, forums, timing and accountability
• Team commitments translate leadership intent into observable operating practices
• Progress dashboard tracks outcomes, relationships, energy and learning indicators
• Peer accountability arrangements establish review dates, evidence and course correction