Leader following an internal promotion

We are a modern training company that combines practical on-site workshops with innovative e-learning solutions, supporting the real implementation of acquired knowledge in daily work. Thanks to our proprietary blended learning platform and collaboration with experienced trainers, we create flexible programs tailored to the needs of various industries, enriched with interactive tools, videocasts, and 1:1 sessions. Our mission is not only to develop competencies but also to create an inspiring space for the exchange of experiences while maintaining the highest quality of service and continuously improving our standards.

The training focuses on building awareness of the leader's role, considering the challenges of transitioning from a peer to a supervisor and the need to balance the expectations of the team and superiors. Participants develop communication skills, learning effective delegation, motivation, providing feedback, and managing conflicts and emotions within the team. The program also includes practical tools to support managing group dynamics, stress, and difficult situations, enhancing collaboration effectiveness and the leader's authority.

This training is primarily for individuals who are taking on or have recently taken on the role of team leader - especially those who have been promoted from a specialist level and are facing the transition from a peer to a supervisor. It will also be beneficial for current managers who want to organize their approach to communication, task delegation, providing feedback, and managing conflicts and emotions within the team. It will also be valuable for organizations looking to strengthen their employees' leadership competencies, improve team collaboration, and increase management effectiveness in a dynamic business environment.

The goal of the training is to prepare participants to effectively fulfill the role of team leader under pressure, organizational changes, and complex relationships between employees and superiors. The program supports the development of skills necessary to consciously separate the role of "peer" from "supervisor," manage the "between a rock and a hard place" situation, and build authority without taking on the role of "messenger" in corporate communication. Participants learn how to clearly communicate intentions and difficult decisions, delegate tasks, respond to refusals, and correct undesirable behaviors in a way that strengthens team accountability. The training also develops competencies in managing crisis situations and conflicts so that the leader can effectively manage the team instead of taking responsibility for its problems.

The benefits of participating in the training include primarily increased confidence in the role of a leader and better handling of daily management challenges such as team pressure, conflicts, or difficult decisions. Participants gain practical tools for effective communication, task delegation, and providing feedback, which translates into greater clarity of expectations and better collaboration within the team. Additionally, the training allows for building the leader's authority in a conscious and consistent manner, reducing the risk of misunderstandings and improving the quality of relationships within the team and the effectiveness of task execution. As a result, the organization gains more responsible, independent, and better-managed teams.

1. Awareness of the team leader's role - tasks and expectations for the new role:

a) Team expectations vs. superiors.
b) The dilemma of the leadership role - transitioning from peer to supervisor - how to manage it?
c) Shaping the right attitude towards separating personal and professional situations.

2. Communication focused on collaboration within the team:

a) The mechanism of assumptions and building negative attitudes.
b) Intention, human face, and asking questions - tools for building relationships of openness and proper communication.
c) Evaluation - the most important intervention of the supervisor on a daily basis.
d) How to do it so that the work gets done and relationships are not worsened? (Algorithm for praising specific employee behaviors - practice).
e) Delegating tasks and motivating to execute them (Three levels of justifying decisions to avoid weakening one's position by saying "Management ordered").
f) Algorithm for communicating difficult supervisory decisions - practice.

3. "Lizard brain" and conflict. The ability to engage in substantive discourse as a condition for effective collaboration according to Lencioni:

a) Do we like conflicts?
b) Emotional reaction and its impact on our communication style - explaining what happens to us when emotions take over.
c) Behavior styles in difficult/conflict situations - Thomas-Kilmann questionnaire: avoiding, yielding, competing, compromising, or collaborating.
d) Ways to cope with strong stress - the STOP method and breathing exercises.
e) Managing anger - introduction to the method.

4. The role of the manager in managing different phases of small group behavior:

a) Dependency phase manifested by passivity in task execution.
b) Differentiation phase manifested by employee activity.
c) Crisis of responsibility phase characterized by complaining from the subordinate team.
d) Attack on the leader.

8h

The training is conducted by a certified Trainer - Practitioner, participants receive training materials in paper form, access to the platform for 3 months for the course Academy of the Boss, the possibility of 1:1 sessions with the Trainer for 500.00 PLN net, training gadgets, and certificates of completion of the workshop.