Course in Capacity Building and Developing the Second Line of Leadership

In today’s fast-changing institutional environment, relying solely on current leadership is no longer sufficient to ensure sustainable performance and long-term success. Organizations must actively invest in developing their internal talent and preparing a new generation of leaders capable of assuming responsibilities and leading with effectiveness.
The process of capacity building and second-line leadership development is a strategic move that reinforces organizational stability, ensures leadership continuity, and empowers rising talents to take initiative and drive growth.
In this context, Geneva Institute of Business Administration presents the course "Capacity Building and Developing the Second Line of Leadership", designed to equip promising staff with advanced leadership skills and prepare them for future leadership roles within the organization.

Target Group

• High-potential employees nominated for future leadership positions.

• Team leaders and assistant managers seeking to enhance their leadership capabilities.

• Mid-level professionals preparing for career advancement.

• HR and organizational development professionals involved in leadership pipelines.

• Managers aiming to build and mentor a qualified second tier of leadership.

• Institutions implementing succession planning and talent development strategies.

Objectives

• Strengthen the leadership and professional skills of rising talents within the organization.

• Equip participants with a clear understanding of effective leadership roles and responsibilities.

• Enable them to apply strategic thinking and long-term planning techniques.

• Improve their capacity to lead teams and make sound decisions under pressure.

• Develop their ability to communicate clearly and build productive workplace relationships.

• Deepen their awareness of organizational dynamics and leadership influence.

• Encourage initiative and foster leadership innovation among participants.

• Instill the concept of succession planning and structured leadership delegation.

Course Outline 

• Understanding Leadership and Its Evolving Roles

  • Distinguishing between management and leadership in function and impact.

  • The evolution of leadership theories and applications.

  • Key traits of an influential leader in modern workplaces.

  • The role of leadership in guiding and inspiring people.

• Self-Assessment and Leadership Readiness Evaluation

  • Tools for analyzing leadership styles and personal attributes.

  • Identifying strengths and areas for development.

  • Measuring emotional intelligence in leadership contexts.

  • Crafting a personal development plan for future growth.

• Building Personal and Professional Leadership Capacities

  • Enhancing problem-solving and decision-making skills.

  • Strengthening self-confidence and personal responsibility.

  • Managing time and setting priorities efficiently.

  • Developing critical and proactive thinking approaches.

• Organizational Communication and Relationship Building

  • Mastering verbal and written communication in professional settings.

  • Delivering clear and purposeful messages.

  • Establishing trust through effective dialogue and empathy.

  • Managing conflict and sensitive conversations professionally.

• Team Leadership and Employee Motivation

  • Characteristics of high-performing teams and how to form them.

  • Delegating roles and encouraging teamwork.

  • Motivating teams through non-financial methods.

  • Leading teams toward achieving shared objectives.

• Strategic Leadership and Vision Development

  • Understanding leadership in a strategic planning context.

  • The leader’s role in defining future directions.

  • Aligning individual goals with organizational strategy.

  • Leadership challenges in tomorrow’s workplace.

• Adaptive Leadership and Change Management

  • Responding effectively to unexpected changes.

  • Leading organizational transformation with confidence.

  • Supporting teams through transition periods.

  • Promoting a continuous learning culture in the workplace.

• Self-Discipline and Ethical Leadership

  • The role of self-monitoring in leadership success.

  • Discipline as a core trait of responsible leadership.

  • Taking ownership and evaluating personal performance.

  • Adhering to ethical standards in leadership behavior.

• Establishing the Second Line of Leadership

  • Criteria for identifying second-line leadership candidates.

  • Developing sustainable training and mentoring frameworks.

  • Documenting knowledge and passing down leadership skills.

  • Assessing the readiness of emerging leaders.

• Succession Planning and Leadership Continuity

  • Designing succession plans tailored to organizational needs.

  • Identifying critical positions and planning for replacement.

  • The HR department’s role in leadership continuity.

  • Monitoring and updating succession strategies regularly.