Program objective
Develop leadership judgment for situations involving uncertainty, competing interests and organization-wide consequences. Participants practise strategic decision-making, stakeholder influence and accountability, then translate their learning into a focused leadership improvement plan.
Who this suits
Experienced managers, senior leaders and professionals preparing for broader cross-functional or strategic responsibility.
Professional objectives
- Exercise strategic judgment when priorities, interests and evidence conflict.
- Mobilize cross-functional stakeholders and develop accountable leaders.
- Translate a leadership challenge into a measurable 90-day improvement plan.
Key learning outcomes
- Develop a leadership hypothesis and select one behavior to test in practice.
- Present a decision brief with alternatives, risks and review triggers.
- Produce an influence map and rehearse a high-stakes alignment conversation.
- Design a leadership accountability agreement and an intervention plan.
- Build a leadership-development assignment and a succession-readiness action.
- Defend a 90-day leadership plan in a simulated executive review.
Module map
- 1.Leadership diagnosis and strategic context
- 2.Decision-making under uncertainty
- 3.Influence, power and executive alignment
- 4.Accountability and performance culture
- 5.Developing leadership capacity
- 6.Transformation and sustainable execution
Modules in detail
1
Leadership diagnosis and strategic context
Theory & concepts
Assess leadership habits against business priorities, stakeholder expectations and team maturity. Distinguish technical problems from adaptive challenges, and identify where personal behavior supports or constrains organizational performance. Use a stakeholder-informed leadership self-review to identify patterns in authority, conflict and follow-through. Distinguish strengths, overused strengths and behaviors that need deliberate adjustment.
Professional application
Examine the gap between intended leadership behavior and its effect on others. Identify the situations in which a familiar strength becomes a constraint on performance or collaboration.
Hands-on exercise & output
Develop a leadership hypothesis and select one behavior to test in practice.
2
Decision-making under uncertainty
Theory & concepts
Frame a decision using assumptions, options, risks and evidence. Apply scenario thinking and a decision journal to test trade-offs, challenge bias and define conditions that would justify changing direction. Compare decision trees, scenario analysis and pre-mortems for an uncertain business choice. Examine sunk-cost, confirmation and status-quo biases, and define evidence that would overturn the preferred option.
Professional application
Define the decision, alternatives, assumptions and evidence standard before discussion. Distinguish a reversible experiment from an irreversible commitment and match governance to the consequence.
Hands-on exercise & output
Present a decision brief with alternatives, risks and review triggers.
3
Influence, power and executive alignment
Theory & concepts
Map formal authority, informal influence and competing incentives across departments. Develop a clear business narrative, build coalitions and negotiate commitments without sacrificing trust or avoiding necessary disagreement. Map stakeholder incentives and informal networks before asking for support. Use executive framing, coalition sequencing and negotiation of decision rights to resolve cross-functional resistance.
Professional application
Frame a difficult request around business value, trade-offs and the decision needed. Practice acknowledging competing interests while protecting the essential objective of the discussion.
Hands-on exercise & output
Produce an influence map and rehearse a high-stakes alignment conversation.
4
Accountability and performance culture
Theory & concepts
Translate strategic priorities into clear decision rights and observable standards. Address weak ownership, inconsistent execution and difficult performance conversations, while maintaining psychological safety and fair accountability. Connect operating standards, leading indicators and consequence management to the culture required. Distinguish constructive accountability from blame and practice responding to both errors and repeated avoidance.
Professional application
Define the leadership response to an honest error, a capability gap and repeated failure to honor commitments. Use fair evidence and consistent expectations across all three situations.
Hands-on exercise & output
Design a leadership accountability agreement and an intervention plan.
5
Developing leadership capacity
Theory & concepts
Diagnose when to coach, delegate, challenge or provide direction. Build stretch assignments, succession readiness and a stronger leadership bench, and avoid becoming the bottleneck for decisions that others can own. Use delegation levels, coaching questions and readiness evidence to expand decision capacity. Match stretch assignments with sponsorship, feedback and risk boundaries instead of simply transferring more work.
Professional application
Assess whether delegation genuinely increases capability or merely shifts workload. Agree decision boundaries, learning support and evidence of readiness before expanding responsibility.
Hands-on exercise & output
Build a leadership-development assignment and a succession-readiness action.
6
Transformation and sustainable execution
Theory & concepts
Lead through change fatigue, hybrid collaboration and technology-driven shifts in work. Establish review routines, feedback channels and leading indicators, and create a 90-day plan with milestones and accountable owners. Prioritize change demands against capacity and business value. Connect technology adoption, manager capability and stakeholder communication to a practical operating rhythm and visible performance measures.
Professional application
Build a leadership review rhythm that tracks outcomes, emerging risks and capability. Identify which decisions to retain, delegate or stop revisiting so attention stays on the highest-value priorities.
Hands-on exercise & output
Defend a 90-day leadership plan in a simulated executive review.
Integrated assignment
Defend a leadership response to a complex cross-functional challenge and develop a 90-day plan with behavioral commitments and observable measures.
Delivery & methodology
Format
Part-time professional training
Attendance
Face-to-face · Live online
Location
Dubai / UAE for face-to-face cohorts; online attendance available
Timing
Session hours, timetable, venue and cohort availability are confirmed in joining instructions.
- Pre-course needs and learning-goals assessment
- Facilitated theory and professional concepts
- Guided demonstrations, case analysis and hands-on exercises
- Application to workplace decisions, with discussion and feedback
- Post-course learning review and a personal application plan
Assessment & application
Before
Identify your role, experience, priority objectives and a workplace task you want to improve. Record a baseline confidence rating with an example of current capability.
During
Review module exercises for accurate use of the method, evidence supporting decisions, relevance to the case and clarity of the completed output. Use facilitator and peer feedback to refine the work.
After
Compare the completed assignment with your initial objectives. Explain the decisions made, identify remaining gaps and record the next practical steps.
Workplace transfer
Create a personal 30-day application plan with a defined action, target date, required support and an observable success measure. This is a participant follow-through plan; ongoing coaching is scoped separately.
Frequently asked questions
How does the program build leadership judgment?
Demanding cross-functional cases drive the practice of challenge, communication and decision-making under ambiguity, connecting leadership behavior to business priorities through an action plan.
Are cases used?
Demanding cross-functional cases drive the practice of challenge, communication and decision-making.
Are the dates confirmed?
Dates, delivery format and places are confirmed by TIH before any booking is finalized. Use the enquiry option to check the next available cohort.
