Course Outline
Training Objectives
The goal of the training is to develop key managerial competencies essential for effectively leading a team in the context of modern organizations.
Participants will:
1. Learn to delegate tasks effectively, matching them to the maturity level of employees.
2. Recognize and practice effective feedback models that support employee development without causing tension or defensiveness.
3. Understand what truly motivates people and how to adapt management style to different personality types.
4. Learn to conduct disciplinary conversations and enforce consequences in a firm but non-destructive manner, preserving relationships.
5. Receive tools for building authority based on psychological foundations of trust, cohesion, and communication.
Benefits of Participating in the Training
For Participants:
• Develop their personal management and communication style with the team.
• Receive concrete tools (models, matrices, checklists) to apply immediately after the training.
• Practice difficult conversations they have been avoiding—with trainer feedback.
• Better understand the psychological mechanisms behind employee behavior.
• Gain confidence as a leader—even in stressful or conflict situations.
For the Organization:
• Participants will delegate more effectively, increasing productivity and reducing overburdened leaders.
• There will be fewer misunderstandings and tensions—thanks to better feedback culture.
• Leaders will act more coherently, consistently, and maturely—improving team morale.
• The organization will gain mature managers who are ready to take responsibility and develop people based on values, not just KPIs.
TRAINING PROGRAM
Hours: 09:00–17:00
Day 1 – Foundations of Effective Leadership and Communication
Training Opening and Contract
• Participant expectations vs. training objectives
• Rules for safe communication in the group
• Brief introduction to workplace relationship psychology
Block 1: Management through Delegation – How to Hand Over Control Without Surrendering Responsibility
• What delegation really means from a psychological perspective
• Employee readiness levels – Hersey and Blanchard’s model
• The role of trust and control in the delegation process
• Exercise: Delegation Matrix – Matching Tasks to Employees
Block 2: Feedback – A Tool, Not a Torture
• The role and significance of feedback – how it affects the brain
• FUKO, SBI, and feedforward models – differences and applications
• Emotional maturity in giving and receiving feedback
• Exercise: Staged Feedback – Practical Role-Playing Sessions
Block 3: Motivation – How to Ignite the Inner Engine of an Employee
• Motivation 3.0 – according to D. Pink (autonomy, purpose, mastery)
• Differences between motivating and inspiring
• Identifying internal and external needs of employees
• Exercise: Case Study – How to Motivate a “Difficult,” “Burned-Out,” and “Ambitious” Employee
Block 4: My Management Style – Self-Reflection and Development
• Self-assessment test for management style (DISC Questionnaire or Gallup Talent Insight)
• Support Group: Reflections and Implementation Insights
• Coaching Question Session: “How Do I Want to Be Perceived as a Leader?”
Day 2 – Effectiveness, Authority, and Difficult Conversations
Block 5: Disciplining – How to Enforce Consequences Professionally
• The difference between punishment and consequences – a psychological approach
• Why people test boundaries – resistance mechanisms
• Step-by-Step Disciplinary Conversation – the “4K” Tool
• Exercise: Role-Playing “Difficult Conversations” (real-life cases)
Block 6: Building Authority – Beyond Position
• Sources of authority – formal and informal
• Building a leader’s position through cohesion, courage, and communication
• Authenticity and Boundaries in Relationships – How to Avoid Being “Collegial” or a “Bully”
• Exercise: Authority Map – Individual and Group Work
Block 7: Real-Life Situations – Simulating Actual Events
• Working on real-life situations of participants (anonymized case studies)
• Role-Playing with Trainer Feedback
• Techniques for Managing Emotions in Stress and Conflict
Block 8: Implementation Plan and Reflection Session
• What Am I Taking Away from the Training? – Summary of the 5R Model (Reflection–Relationship–Reaction–Resolution–Result)
• Personal Development Plan for a Leader – 3 Actions in 3 Weeks
• Feedback from Participants and Trainer
• Closing the Training and Awarding Certificates
Testimonials (5)
Openness and willingness to lead open discussions, great examples, an appropriate amount of materials during the presentation supported by excellent examples and group work, which motivates teams that are 'closed off from each other'.
Magdalena - Zehnder Polska Sp. z o.o.
Course - Efektywność osobista - zarządzanie sobą
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High level of knowledge of the instructor.
Przemek - Sreamsoft Krakow sp. z o.o.
Course - Komunikacja w zespole projektowym
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Light, come over to us, and see if you managed to activate everyone... even the resistors ;)
Szymon Szylhabel - Kaczmarski Group sp.j.
Course - Leadership i kierowanie zespołem II
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The application - Group activity :)
Analyn Villarin - Accenture Inc.
Course - Digital Transformation: Disrupting the Common Delivery of the Common Business Landscape
workshops, exercises, discussion
bartlomiej maniecki - Nokia Solutions and Networks Sp. z o.o.
Course - Efektywna komunikacja interpersonalna i rozwiązywanie konfliktów
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