Young Leaders Development Program
We believe that a good leader is someone who influence people by empowering them instead of using authority. According to John Maxwell’s model of 5 Levels of Leadership, Positional Leadership is the first level. Leaders who rely on their position and authority to get the work done, don’t grow much. People listen to them because they have to not because they want to.
Therefore, our approach is to develop The Art of Empowering in young leaders by applying the principles of Emotional Intelligence, Mindfulness and Tao.
It puzzles people at first, to see how little the able leader actually does and yet how much gets done Tao of Leadership, Lau Tzu
These are quite simple principles which will be shared with them in 3 ways:
The high-level objective is to help Young Leaders:
to become good leaders and coaches
to facilitate growth environment for their team
to boost their team performance by empowering them
How we will do it?
We achieve this through a 90-days Learning Journey.
We begin this journey with a group call with the participants. Through this call assess
their current level of understanding
their beliefs and philosophy about leadership
their strengths and weaknesses
This helps us to create a 13 weeks (90 Days) schedule of content to be delivered that will suit them best and they will be able to absorb it.
Over these 13 weeks (90 Days), we deliver the content in the following ways:
Information Sessions: Leadership concepts sharing based on the principles of Emotional Intelligence, Mindfulness and Tao.
Open Discussions: Holding open conversations to help internalize these concepts.
Assignments: The best way to become a good leader is by practicing it. So, these assignments will help them to imbibe these concepts in their day-to-day life.
WhatsApp Group: Participants will be added to a WhatsApp group where we will share useful info in the form of videos, audios, blogs, articles, etc. They can use the group for sharing their insights or asking questions or initiating discussions, etc.
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