Example input
[Content format/medium]: Internal Training Program
[Primary objective]: Develop leadership skills in middle management
[Intended users/readers]: Mid-level managers in a tech company
[Essential content areas]: Communication, decision-making, team building, conflict resolution
[Detail requirements]: Advanced
[Organizational approach]: Blended learning (workshops + self-paced)
[Unique elements]: Role-playing scenarios, mentorship component
Example output
### LEADERSHIP DEVELOPMENT TRAINING PROGRAM OUTLINE
#### 1. **Project Overview**
- **Type and Format**: Internal Training Program (Blended learning with workshops and self-paced modules)
- **Core Objective**: Equip mid-level managers with advanced leadership skills to improve communication, decision-making, team building, and conflict resolution.
- **Target Audience**: Mid-level managers in a tech company.
- **Key Requirements**:
- Must provide actionable leadership techniques.
- Facilitate practical learning through workshops and role-playing.
- Include a mentorship component to ensure continuous development.
---
#### 2. **Primary Structure**
I. **Introduction to Leadership Development**
- **Purpose**: Establish the importance of leadership skills at the mid-management level.
- **Key Elements**:
- Overview of leadership responsibilities in a tech environment.
- The evolving role of leadership in fast-paced industries.
- **Flow Logic**: Begin with broad leadership principles, followed by the context of leadership within the tech industry.
II. **Advanced Communication Techniques**
- **Purpose**: Strengthen communication skills to foster team alignment and clarity.
- **Key Elements**:
- Verbal and non-verbal communication.
- Techniques for delivering feedback.
- Cross-departmental communication.
- **Flow Logic**: Start with foundational communication skills and gradually introduce techniques for handling complex conversations.
III. **Decision-Making and Problem-Solving**
- **Purpose**: Equip managers with tools for making timely and effective decisions.
- **Key Elements**:
- Analytical frameworks for decision-making.
- Risk assessment techniques.
- Collaborative decision-making approaches.
- **Flow Logic**: Begin with individual decision-making and scale up to collaborative approaches.
IV. **Building and Leading High-Performing Teams**
- **Purpose**: Enhance team-building skills to create cohesive and productive teams.
- **Key Elements**:
- Strategies for building trust and accountability.
- Role of emotional intelligence in team dynamics.
- Coaching and mentorship strategies.
- **Flow Logic**: Introduce team-building fundamentals and progress to advanced techniques, such as leveraging emotional intelligence.
V. **Conflict Resolution and Mediation**
- **Purpose**: Equip managers with tools for managing and resolving workplace conflicts.
- **Key Elements**:
- Identifying root causes of conflicts.
- Conflict de-escalation techniques.
- Facilitating win-win resolutions.
- **Flow Logic**: Introduce conflict types, followed by step-by-step resolution methods.
---
#### 3. **Detailed Breakdown**
A. **Introduction to Leadership Development**
1. Importance of Leadership
- a. Leadership in tech vs. traditional industries.
- b. The role of leadership in company culture.
2. Leadership Styles
- a. Situational leadership.
- b. Transformational vs. transactional leadership.
B. **Advanced Communication Techniques**
1. Communication Frameworks
- a. Active listening techniques.
- b. Handling difficult conversations.
2. Delivering Feedback
- a. Constructive criticism models (e.g., SBI Model).
- b. Balancing positive and corrective feedback.
C. **Decision-Making and Problem-Solving**
1. Individual Decision-Making
- a. The decision-making cycle.
- b. Balancing intuition and data-driven decisions.
2. Collaborative Decision-Making
- a. Group decision-making models (e.g., Delphi method).
- b. Consensus-building strategies.
D. **Building and Leading High-Performing Teams**
1. Team Dynamics
- a. Stages of team development (Tuckman’s model).
- b. Roles and responsibilities within a team.
2. Fostering Trust and Accountability
- a. Creating a culture of accountability.
- b. Empowering team members through trust.
E. **Conflict Resolution and Mediation**
1. Types of Workplace Conflict
- a. Task vs. relationship conflict.
- b. Interpersonal and organizational conflicts.
2. Conflict Resolution Process
- a. Steps to de-escalate.
- b. Techniques for finding mutually beneficial solutions.
---
#### 4. **Creative Elements**
- **Engagement Points**:
- Live workshops that include interactive discussions and role-playing scenarios.
- Peer-group discussions on real-world leadership challenges.
- **Interactive Features**:
- Case studies for practical application of leadership theories.
- Role-playing scenarios to practice conflict resolution and communication.
- **Visual Components**:
- Infographics outlining decision-making models and conflict resolution frameworks.
- Video modules with thought leaders in leadership development.
- **Special Sections**:
- **Mentorship Program**: Incorporate 1:1 mentorship sessions, pairing mid-level managers with senior leaders for ongoing guidance.
- **Leadership Reflection Journal**: Encourage participants to maintain a journal to reflect on leadership challenges and growth.
---
#### 5. **Implementation Notes**
- **Structure Rationale**: The content builds from foundational leadership concepts to advanced, practical techniques, ensuring that managers progressively develop their skills.
- **Flow Guidelines**: The training should alternate between theory, practical workshops, and self-paced learning to maintain engagement and allow participants to absorb content at their own pace.
- **Adaptation Points**: The content can be adapted for virtual or in-person delivery, depending on company logistics. Interactive elements like role-playing can be adjusted for remote participation.
- **Development Tips**: Emphasize real-world examples and encourage managers to relate course material directly to their day-to-day leadership challenges. This will enhance practical application and retention.
This structure ensures comprehensive coverage of leadership skills, with a blend of theoretical learning and practical application. The mentorship component fosters long-term leadership development while maintaining alignment with the program’s goals.