People Leaders lead with Empathy Emotional Intelligence Mindfulness Social Justice

Rising Stars Talent Development Program

A scientifically and contextually based, experiential approach to developing
high potential talents for leadership

Developing People Leaders

Since 2012

The main aims of the program are to develop key talents in building core leadership competencies in emotional intelligence, social intelligence, conflict and change management, achieving results through teams, team diversity, time management, delegation, as well as leveraging coaching and mentoring to sustain high professional
and organizational performance.

The program is structured to provide opportunities for practice, reflection, and dialogue that enhances self-awareness through deepening learning of skills, knowledge and behaviors.

The skills also progressively build on top of one another through 4 levels of competence starting with: Level 1 – Leader as a Coach, Level 2 – Leading Self, Level 3 – Leading Others, Level 4 – Leading Teams, and is deployed through 4 basic modules.

What Participants will learn

#1 Leader as a Coach

Learning how to apply the foundational competencies of coaching in real life situations, i.e. active listening, powerful questioning, suspending assumptions, staying curious etc., empowers the participants with the necessary mindset and attitude to leap into the learner’s pat h of leaders.

#2 Leading Self

One of the biggest challenges current and future leaders face is to be able to “lead themselves” before going out and at tempting to lead others. Being grounded and as clear as possible on your own values, preferences, ways of working and communicating with others and ways of doing things, especially in times of stress and pressure, is a vital first step to becoming an effective leader.

#3 Leading Others

Leading others starts with the fundamental competencies of building relationships through trust, intimacy, vulnerability and effective communication. Learning how to set intentions and continuously noticing your impact of your actions is crucial to a leader ’s growth and success.

#4 Leading Teams

Learning how to formulate a vision, set a strategy and engage people towards common business and organizational goals is the natural step up from leading others. Seeing and leveraging strengths, mastering conflict, achieving commitment, embracing accountability and focusing on results are the key competencies.

Program Content & Flow Overview

Each module represents a 2-Day, scientifically based, contextually driven, experiential workshop. As participants go through the levels, they need time and space to not only make meaning of the new learning, but also reflect, experiment and apply for their mindset and behavior to transform. The recommended duration of the program is 6-9 months.
The program flows through 4 phases:

Phase 1

Pre-work to be sent to all participants. To include:
• Overview of the Rising Stars program
• Aims of the course
• Self-assessment
• Personal objective setting
• Issues or challenges they face & would like to overcome
• Individual development plan template

Manager meeting – each participant to have a brief discussion with their line manager to review pre-work, personal issues, aims & objectives prior to commencement of the program

Phase 2

Delivery of 4 two-day modules

Peer Coaching – in between each module. Peer partners to meet to discuss their action plans and reflections from each module – the summary of which is to be recorded in their Individual Development Plans (IDP). Typically, these sessions last between 30-60 minutes.

Monthly Meeting – action learning sets for all participants to discuss the on-going application of each module & their learning journey. A framework for that discussion is recommended and could include: chair persons; reflection on real scenarios that have occurred in the work place in staff and in themselves; what issues & challenges they have experienced and how they have overcome them or plan to; what successes they’ve had and which strategies they used to succeed . The main idea is for them to take ownership of these sessions. Typically, they would last an hour, the outcome of which is to be recorded in their IDPs.

Phase 3

Individual Development Plan & Reflective Statement – the IDP is for them to log any relevant activities they have undertaken throughout the program to apply what they have learned on each module, for example: - Met with line manager to discuss my action plan - Attended peer coaching session with x - Practiced x model on y. Following all four modules, they will complete a 500-word reflective statement to summarize their thoughts and views on the program and what they have learned and applied throughout.

Phase 4

Final presentations – 2 months after the final module, they will come back together as a group and in pre-determined pairs deliver a 15-20 minute presentation on their learning, outcomes and experience of the program. These presentations need to include 2 aspects: 1. A teach-back on a topic of their choice from the whole course. This should be an interactive session that they will deliver to their peers and to key stakeholders who will be observing the presentations. To avoid duplication of topics – they will need to decide as a peer group who is doing which topic. 2. During the teach-back they will need to demonstrate where they have applied what they have learned throughout the program.
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