Leadership Development for Middle Managers培訓

Leadership Development Program
 

Program Duration: 21 Hours
Recommended Format: 3 full days (or modular delivery in 6 half-days)
 

Context and Rationale

Your organization is in a rapid growth phase. Middle managers are transitioning from specialist or technical roles into leadership positions. This transition introduces structural tension:

– Authority without overreach
– Accountability without micromanagement
– Cross-functional friction under time pressure
– Communication breakdowns during scale
– Avoidance of difficult performance conversations

Program Objectives

By the end of the program, participants will be able to:

– Operate with clear leadership authority and defined accountability
– Delegate effectively in growing teams without losing oversight
– Conduct structured, direct, and confident performance conversations
– Communicate with clarity and alignment across functions
– Strengthen cross-functional collaboration in fast-paced environments
– Build credibility and followership beyond positional authority

Program Structure (21 Hours)

DAY 1 – Leadership Identity, Authority, and Delegation

Module 1: From Specialist to Leader
– The psychological and structural shift from contributor to leader
– Authority, influence, and decision ownership
– Defining one’s leadership mandate

Outcome: Participants articulate their leadership stance and clarify their scope of authority.

Module 2: Authority and Decision Architecture
– Decision rights and ownership frameworks
– Avoiding escalation overload and bottlenecks
– Balancing autonomy and control

Outcome: Participants redesign decision clarity within their teams.

Module 3: Delegation in Scaling Teams
– Task vs. outcome delegation
– Preventing reverse delegation
– Setting expectations and accountability loops

Outcome: Participants develop a structured delegation model for their team context.

DAY 2 – Communication and Performance Leadership

Module 4: Communication Under Growth Pressure
– Message clarity and reduction of ambiguity
– Communicating intent vs. instructions
– Aligning cross-functional stakeholders

Outcome: Participants improve precision and influence in communication.

Module 5: Conducting Difficult Performance Conversations
– Structuring performance dialogues
– Addressing underperformance without avoidance
– Managing defensiveness and emotional reactions

Frameworks applied: Situation–Behavior–Impact; Feedforward methodology.

Outcome: Participants practice and refine performance conversation competence through structured role simulation.

Module 6: Building Followership and Engagement
– Trust formation in growth environments
– Credibility markers of effective leaders
– Balancing psychological safety with performance standards

Outcome: Participants identify behaviors that increase team engagement and ownership.

DAY 3 – Cross-Functional Leadership and Culture in Scale

Module 7: Leading Across Functions
– Systems thinking in scaling organizations
– Managing friction between speed and governance
– Stakeholder mapping and alignment strategy

Outcome: Participants enhance cross-functional collaboration capability.

Module 8: Building a Performance Culture
– Establishing standards early in scale
– Accountability mechanisms
– Preventing cultural drift

Outcome: Participants define non-negotiable leadership behaviors and performance expectations.

Module 9: Integration and Leadership Roadmap
– 90-day implementation planning
– Personal leadership commitments
– Peer accountability structures

Outcome: Each participant leaves with a practical, time-bound leadership development plan.

Methodology

The program is experiential and practice-driven.

– Applied frameworks tailored to your organizational context
– Real-case simulations based on growth-stage challenges
– Structured peer feedback
– Leadership reflection exercises
– Practical tools and templates for immediate implementation

This is not a lecture-based training. It is an operational leadership lab.

Customization Approach

Prior to delivery, a short diagnostic phase is recommended:

– Stakeholder alignment conversation
– Identification of specific friction points
– Calibration of case simulations to your industry context

This ensures relevance to your organizational structure, pace, and regulatory environment.

Expected Organizational Impact

Short-Term:
– Clearer decision ownership
– Reduction in escalation cycles
– Increased directness in performance management
– Improved cross-functional communication

Mid-Term:
– Stronger middle-management stability
– Reduced ambiguity during growth
– Higher accountability within teams
– Improved engagement and execution discipline

Delivery Options

– Three consecutive full days
– Six half-day sessions