Leave with a leadership plan
Built from six workplace artefacts — a trust assessment, a commitment plan, a conversation plan, a conflict and feedback response, an accountability response and a team performance plan
Leading High Performance Teams
Business and Management · 6 weeks + orientation
4-6 hrs / week · R3,990
4-6 hrs / week · R3,990
22 YearsIn Operation
#3Skill employers want most by 2030: leadership & social influence*
Capstone ProjectA team leadership action plan
Course Overview
Your team agrees in the meeting and drifts afterwards. Or avoids the real issue. Or stay busy without moving the result. Using Patrick Lencioni's Five Dysfunctions of a Team as a diagnostic lens, you work through trust and psychological safety, commitment and buy-in, difficult conversations, feedback and conflict, coaching for accountability, and collective results, applying every tool to a team you actually lead.
You finish each week with something usable rather than notes, and end the course with a one-page team leadership action plan: three specific actions, why each one, and how you will know it is working.
Delivered in Partnership with Alwin Education LTD
This TSIBA short course is delivered in partnership with Alwin Education Ltd. Alwin Education is a UK based digitally native network of locally accredited higher-education institutions that focus on expanding access, strengthening quality, and aligning every programme to labour-market demand. This course is aimed at giving working professionals a practical, career-focused learning experience underpinned by rigorous academic standards.
By the end of this course, you will...
Diagnose what is holding your team back
Use a recognised team-performance framework to name the problem instead of guessing at it
Build trust your team can act on
Identify which of your own behaviours strengthen or undermine trust, and produce a trust and psychological safety assessment with an action plan for a real team
Prepare and hold difficult conversations
Write an opening, key points, the reactions you should expect and a close for one specific difficult conversation
Hold people accountable without damaging the relationship
Use coaching questions, specific feedback and an agreed follow-up point to move from agreement in a meeting to action afterwards
Lead your team with a plan
Name the behaviours and competing priorities pulling your team away from shared outcomes, and build a team performance plan with goals, measures and review points
Who is this course for?
The newly promoted specialist
You were the strongest individual contributor on the team and now you manage the people you used to work beside.
Typical job titles: team leader, supervisor, senior consultant, account manager, technical lead.
The manager preparing for the next role
You already run a team and you want the promotion, but you know the gap is people, not technical work.
Typical job titles: assistant manager, operations manager, branch manager, sales manager, project manager.
The experienced manager whose team has stalled
You have led for a while, but the team avoids the difficult subject, agrees without committing, and stays busy without moving the result.
Typical job titles: department manager, client services manager, store manager, practice manager, head of function.
Curriculum
Orientation module + 6 modules + capstone. Each module runs one week at 4–6 hours.
ORIENTATIONGet set up, meet your cohort, assess your readiness
01Building Trust and Psychological Safety
Trust is the foundation everything else sits on, and it is built or broken by specific, observable behaviours. You examine what strengthens and undermines trust in a team, and which leadership behaviours make it safe for people to raise a problem early.
Output: a trust and psychological safety assessment with an action plan for a real team.
02Building Commitment and Buy-In
Agreement in a meeting is not commitment. You look at what actually drives buy-in during decisions and change, the barriers that quietly block it, and the leadership behaviours that strengthen or weaken alignment.
Output: a set of practical actions to build commitment around a live decision or change.
03Preparing for Difficult Conversations
Most difficult conversations go badly because they were not planned. You set a clear objective, anticipate the reactions and points of tension, and prepare what you will actually say.
Output: a one-page conversation plan with your opening, key points, likely reactions and closing statement.
04Managing Conflict and Giving Feedback
Feedback that is vague or personal creates defensiveness. You practise active listening under pressure, give feedback that is specific and action-focused, and choose a response strategy for disagreement, defensiveness or open conflict.
Output: a structured response plan for a tense workplace situation, with a feedback draft you can use.
05Coaching for Accountability
Accountability starts before something goes wrong, with expectations clear enough to be fair. You work on the difference between coaching, directing and corrective action, and evaluate how you currently hold people to what they agreed.
Output: a coaching and accountability response with clear commitments and a follow-up date.
06Driving Collective Results
Busy is not the same as effective. You examine the behaviours and competing priorities that pull teams away from shared results, and the leadership practices that keep collective outcomes visible.
Output: a team performance plan with shared goals, success measures and review points.
✓
Capstone — Putting High-Performance Team Leadership into Practice
You bring the six artefacts together and decide what you will actually change, for a team where trust, commitment, accountability or results need attention. Output: a one-page team leadership action plan — three actions, the reason for each, and how you will know it is working.
Fees & Payment
| Item | Detail |
|---|---|
| Total course fee | R3,990 |
| Included | All course materials, facilitated online delivery, portfolio feedback |
| Group / employer enrolment | Price determined by group size |
Coaching for Performance
Performance problems rarely appear overnight, but delaying the conversation allows standards to slip. This two week course teaches you to set clear expectations, give constructive feedback and choose the right response—coaching, mentoring, direction or corrective action. You’ll also learn to align your team around shared goals and measurable results, finishing with practical accountability and team performance plans for your workplace.
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Build your next managers before you need them
Most organisations only discover the gap after the promotion — in exit interviews, in commitments that quietly do not land, in a manager who avoids a conversation until it becomes a formal process. This course closes that gap in six weeks online, without taking anyone out of the business.
Talk to Us About CohortsSee where your teams are actually strained
Each participant produces a trust and psychological safety assessment with an action plan for a real team.
Standardise the hard conversations
Participants leave with a one-page conversation plan and a structured response plan for a tense workplace situation.
Make accountability routine, not escalated
Each participant builds a coaching and accountability response with clear commitments and a follow-up date.
Frequently Asked Questions
Do I need management experience to enrol?
The course is built for people who have recently taken on a team or are preparing to
How much time does the course take each week?
4–6 hours a week across 6 weeks, plus an orientation module. Fully online.
What do I walk away with?
A one-page team leadership action plan built from six workplace artefacts: a trust assessment, a commitment plan, a conversation plan, a conflict and feedback response, an accountability response and a team performance plan.
How does this relate to the other courses in the suite?
Three Micro Courses share this subject area: Coaching for Performance, Managing Difficult Conversations & Conflict Leading Teams through Change.
Can my employer enrol a group?
Yes — this course is built with a cohort / B2B buyer in mind. Group pricing determined by group size