Leadership Development

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Managing and Leading other people is a skill.

We work with leaders to develop their inter-personal abilities, whether that is reading people to appreciate the unspoken thoughts or communicating tough messages with them in an influential and often inspiring way. 

We developed the model below to highlight that we focus on multiple aspects of the leadership role, each of which we can train, assess and coach you through.


Leadership styles are the basis of effective people management. In this module, the leader will understand the relationship between ability and motivation and how to build each factor through the adaptation of a specific leadership style. 


Based on the research of Dr Moulton Marston, founder of the DISC /Social Styles theory. This helps people identify the characteristics of each personality type, understand the needs that drive individuals and identifies how to communicate more effectively with each style. 


Change is inevitable. Sometimes it is intentional and the Head creates it, at other times it is enforced by external factors. The role of the leader is to provide both guidance and support to their staff to help bring each person to a state of acceptance and commitment. 


When does assertiveness become aggressive? Are people born assertive? Can anyone develop an assertive style? Using Eric Byrne’s transactional analysis, these questions and more are answered through this module as we identify how individuals are influenced to change (or adopt your) views and the part that an assertive style has to play in the process. 


Reviewing stress in the workplace as a result of workloads and time pressures, staff well-being issues, relationship problems between colleagues, stress through external accountability etc. This module provides practical support.


Leading can be an extremely lonely vocation. Executive coaching is the ultimate in tailored development programmes, taking place over an initial 5-month basis. At that point, it is reviewed with the option of further sessions.Each monthly session will help the executive gain self-awareness, clarify goals and provide practical advice specifically on ‘people’ matters. 


Often, colleagues are a collection of individuals operating in silos and not as a team. With differing agendas and conflicting needs, teamwork is absent, resulting in complaints and poor morale. This module is based upon the Patrick Lencioni model that creates cohesive units of people to benefit the company as a whole. 


Whilst being an inspirational character is often something we consider out of our reach this is not the case. Inspiring others is a simple process that requires personal reflection and internal analysis along with certain communication skills. These are considered in this module. 


Authentic leadership demands a deep understanding of who you are, what you stand for and how your values are translated. Your team will react to your authenticity by building higher levels of trust in you as a person and your ability to lead the team to success. 


Giving and receiving feedback is a key component of modern work. This module addresses how to provide feedback so that it is most effective; whilst also looking at how best to receive it. It further assesses whether a coachee is ready to be coached and what style of coaching one should take. 


Emotional Intelligence is the ability to identify your own and other people's emotions. Our actions are the result of both a logical and an emotional reaction – this module helps us to understand our emotions that drive what we do, leading to an improvement of personal performance.


Staff turnover is frequently due to two issues: poor management or insufficient opportunity to develop. Often the latter can be avoided if leaders identified and acted to develop their people. The key is to ensure that the areas of development will be of equal benefit to both the teacher and the school. Motivation can be lacking if not.


Because everyone has different perspectives and needs, conflicting viewpoints are inevitable. As a leader, you will be expected to resolve any issues that arise between team members or colleagues. This module provides practical tips to avoid deepening bad feelings and actually (re)build trust between the parties. 


Nowadays we are expected to conduct so many diverse meetings – from one to ones to sales meetings, from personal improvement planning meetings to team meetings. Each one can be rendered totally ineffective by the manager/ chair – or each can be a huge success. This workshop reviews a set of behaviours to be employed within each meeting environment, along with the focus on desired outcome from each style. 


Performance can be defined against two criteria – what you do and how you do it. Often the focus is on task completion, neglecting the values-based behaviours that are exhibited. Teamwork and collaboration are frequently overlooked in preference to individual contributions. This module ensures that the performance of the whole is considered at each review cycle. 

If you struggle to participate on workshops, but still want to take advantage of our resources, why not sign up as a member and access our iLEAD app. With over 23 topics covering everything a leader may need to create a following, you'll gain access to quick reference guides, checklists that you can use on the job and infographics. Click on the button for more details. 

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E:  info@crecimiento.co.uk

Registered address: 265 Cowley Road, Oxford OX4 1XQ

T:  +44 (0)7958 202300