Decision-Making & Talent Strategy
Duration |
1-Day Workshop | Classroom / Virtual
Most bad outcomes start as ordinary decisions made in a hurry.
Overview
A practical advanced leadership workshop that develops critical thinking for evaluating risks, solving complex workplace problems and making sound decisions. Participants also build the capability to take a proactive approach to identifying, developing and retaining high-potential talent.
Learning Objectives
Sharpen critical thinking: Build the ability to analyse complex workplace challenges, challenge assumptions, consider multiple perspectives, and identify appropriate courses of action.
Improve decision quality: Apply structured approaches to assess evidence, risk, competing priorities, uncertainty, and cognitive biases before making important decisions.
Develop high-potential talent: Identify emerging capability and create targeted development opportunities that prepare individuals for greater responsibility and future leadership.
Support retention and engagement: Create conditions that encourage meaningful contribution, ongoing development, accountability, and sustained commitment to the organisation.
Learning Outcomes
By the end of the course, participants will be able to:
Analyse complex issues: Apply structured decision-making approaches and root-cause analysis to complex workplace problems.
Evaluate decision risks: Assess risks, assumptions and cognitive biases before implementing strategic choices.
Identify and develop talent: Identify high-potential talent and conduct meaningful career development conversations.
Formulate retention strategies: Develop retention and engagement strategies that contribute to a high-performing culture.
Learning Challenges vs. Learning Impact
This table links decision-making and talent challenges with practical leadership outcomes, highlighting better judgement, reduced bias, proactive development and stronger retention.
Learning Challenge | Learning Impact |
Rushed decisions under pressure: Leaders may make important decisions quickly without sufficient consideration of the available information. | Strengthen decision quality: Apply structured decision-making approaches to produce more considered and defensible decisions. |
Unexamined assumptions and biases: Decisions may be influenced by assumptions or cognitive biases that have not been adequately assessed. | Reduce cognitive bias: Evaluate assumptions, risks and potential biases before implementing strategic choices. |
Reactive talent management: Talent development may occur in response to immediate needs rather than through proactive planning. | Build proactive talent strategies: Identify and develop talent more proactively to support organisational capability. |
High-potential talent going unnoticed: Employees with strong potential may not be identified or supported through meaningful development opportunities. | Strengthen talent development and retention: Identify high-potential employees and support their development, contributing to stronger retention and engagement outcomes. |