Leading People and Organizations

What you'll learn

• Describe what managers and leaders actually do, using evidence on managerial roles and time use, and audit how a leader's time and meetings are spent.
• Evaluate trait, behavioural, contingency, exchange and transformational theories of leadership against meta-analytic evidence, and distinguish leader emergence from effectiveness.
• Build self-awareness through structured 360-degree feedback and gap analysis, explain emotional intelligence and emotion regulation, and recognize findings that have failed to replicate.
• Apply self-determination, expectancy, justice and goal-setting theories and job design principles to diagnose and improve motivation, including the role of pay and pay transparency.
• Interpret engagement and wellbeing data with the job demands-resources model, analyse survey results at team level with means, eNPS and item correlations, and evaluate hybrid and disconnecting policies.
• Design and launch effective teams using Hackman's conditions, size and communication-link analysis, psychological safety and structured debriefs.
• Improve individual and group decisions by countering bias and noise with reference class forecasting, decision hygiene, premortems, decision rights and weighted decision matrices with expected value.
• Analyse the sources of power and the effectiveness of influence tactics, plan influence without authority, and use network measures such as degree and betweenness centrality to identify brokers.
• Diagnose task, relationship and process conflict, choose among conflict-handling modes, and negotiate using interests, BATNA, reservation points and the zone of possible agreement.
• Compare functional, divisional, matrix and network structures, calculate the effect of spans of control on layers and management cost, and design decision rights and integration mechanisms.
• Diagnose organizational culture with Schein's levels and embedding mechanisms, measure diversity with the Blau index, recognize faultlines and apply evidence on inclusion practices.
• Integrate the course frameworks into a leadership diagnosis of an organization, explain trust and ethical leadership, and write and track a personal leadership development plan.