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Training · Leadership

Not a seminar.
A simulator for leaders.

Anything between four modules and a full two-year programme is possible — depending on what you need and, of course, on the budget. Which modules go in depends on your strategic goal, how experienced your leaders are, and what the analysis shows.

Simulation Lab — Leadership situations get played through before they count for real.
Leadership Poker — Our card game on style, resilience and radical candour.
LEGO® SERIOUS PLAY® — Vision, purpose and culture get built before they get discussed.
4 modules
The smallest sensible cut
2 years
The largest we build
4 to 8
Participants per group
1:1
Sparring or coaching between modules
What we recommend

Built in modules, with everything in between.

Single training days fade out. What works is a programme with a beginning, spaces in between and a close: analysis up front, sparring between the modules, tasks online, and formats where people practise instead of listening.

The scope is cut to your leadership situation: from a compact four-module programme to support across two years.
01
Analysis and motivation profiles up front
A needs analysis for the programme, plus a motivation profile for every leader with an individual debrief. Only then does the concept get written.
02
Sparring between the modules
Fixed pairs from the programme meet in the weeks in between and reflect on what works and where it sticks. The part where training usually fades out.
03
Online tasks
Small assignments between sessions keep the topic present in daily work and bring real cases back into the next module.
04
Simulation Lab
Digital simulation games where decisions have consequences — solo or in battle mode against other teams.
05
Leadership Poker
Our card game on leadership situations: style, resilience, radical candour, architect. The stakes are attitudes, not chips.
Module catalogue

What a programme is built from.

These modules are the usual building blocks of a leadership programme. Which ones come together, and in what order, is decided by the needs analysis — not by the catalogue.

Leadership styles
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Leadership styles
Goleman's six styles, connected to your own motives: which one suits me, which one is hard for me, when do I need which.
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Psychological safety
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Psychological safety
Teams where mistakes and objections can be said out loud — and the leadership work that creates that.
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Building a culture of ownership
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Building a culture of ownership
Handing over responsibility without quietly taking it back. Room to act, decision rights and trust.
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Communication & feedback
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Communication & feedback
Feedback, GROW and annual conversations, systemic questions from coaching, nonviolent communication.
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Conflict management
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Conflict management
Spotting conflict early, holding difficult conversations, making escalated situations workable again.
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Team management
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Team management
Putting teams together, clarifying roles, leading through the stages of team development and reading performance in a team.
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Intercultural communication
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Intercultural communication
Leading across cultures and locations: different expectations of closeness, directness and hierarchy.
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Performance management
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Performance management
Setting expectations, assessing performance, steering development — without it becoming an annual ritual with no effect.
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Strategic management
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Strategic management
From company strategy to team work: setting priorities, deriving goals, giving reasons for decisions.
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Change management
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Change management
The DICE factor, Kotter's phases, resistance and motives — plus a simulation game on your own change.
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Motivation Decoded
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Motivation Decoded
16 motives, individual motivation profiles: what drives people and what a leadership style is unknowingly working against.
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Vision, purpose & culture with LEGO®
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Vision, purpose & culture with LEGO®
LEGO® SERIOUS PLAY®: whatever stays abstract gets built — and after that it can be talked about.
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Missing something? We also build new modules when your situation calls for one.

Example

What a year can look like.

A programme that actually ran, in seven stages. Not a standard package, but an example of how the building blocks work together. Pick a stage.

Stage 01

Analysis

Every leader gets their own motivation profile, discussed in a 90-minute debrief. In parallel, the needs analysis for the programme itself runs: only then is the concept written.

Scope
90 minutes per person
Group
Individual
Contents
Motivation profiles for every leader
Including a 90 min debrief
In-depth needs analysis
Concept design for the programme
In between
Between the modules: coaching or peer sparring.
Either 1:1 coaching with our coaches or sparring among colleagues — organised by us, with questions and tasks for the time in between and a journal to record what changes.
Why it lasts

Practice happens in the simulator, not in the real thing.

Measure first, then train
Motivation profiles and the needs analysis come first. After that every leader works on their own patterns, not on general best practice.
Practice runs on your own cases
Peer consultation, simulations of difficult conversations and case studies from your own week. Whatever happens in the training is back on Monday.
Designed for the long run
A programme across months instead of isolated days: the spaces in between, with sparring, tasks and a journal, are what shift behaviour rather than just add knowledge.
Motivation profiles Goleman's 6 leadership styles Leadership Poker LEGO® SERIOUS PLAY® Simulation Lab GROW conversations Systemic coaching Nonviolent communication DICE factor Kotter's 8 phases

A year is the frame, not the law.

We cut the programme to your leadership situation: modules, order, group sizes and the amount of coaching. It always starts with a needs analysis — the concept comes after that.