| Event Profile | |
| Class/ Online | Classroom |
| Date | November 11, 2025 |
| Time | 9.00am to 5.00pm |
| Venue | Holiday Inn Atrium Singapore (Halal Certified) 317 Outram Road Singapore 169075 |
| Fee | 9% GST will apply SGD 550.003 & above: SGD520.00 each For Member SGD 522.5 3 & above: SGD494 each |
| Note | Two tea breaks and buffet lunch will be served. Limited complimentary car parking coupons are available upon request. |
| Other Date(s) | 1) Dec 02, 2024 2) Feb 12, 2025 3) May 06, 2025 4) Aug 12, 2025 |
| Trainer | |
| Activity | |
| You may reach us via T: 6204 6214 E: info@ccisg.com Alternatively, you may send below details to register Contact Person Company (optional), Name, Job Title, Mailing Address, Tel, Email Participant(s) Name, Job Title, Email | |
One thing they do not tell Team leaders is that upon taking the role, they are caught in a web of stakeholders, ranging from their teams, their bosses, peers, and other stakeholders. This programme is designed to equip leaders in with the leadership skills and strategies to balance competing demands, navigate this complex landscape effectively, while maintaining team morale and achieving results.
A key aspect is understanding the role of Emotional Intelligence (EQ) and Empathy in leadership. Participants will explore how these two elements are critical in managing team dynamics, resolving conflicts, and fostering strong relationships. Emotional intelligence helps leaders to tune into the emotions (Energy in motion) of their team members, while empathy ensures that they respond in ways that build trust and loyalty regardless of the situations.
All Leaders have personal preferences when it comes to handling conflict, but this workshop will challenge participants to step beyond those instincts. We’ll dive into different conflict resolution styles and examine why, as a leader, it's not about what they prefer but what’s best for the team and their stakeholders. It is by learning how to adapt and flex their approach that participants will become more versatile and effective in resolving disputes and creating a collaborative environment.
Effective leadership communication is foundational, but it comes with its own set of barriers, and these barriers can derail progress, breed confusion, and affect team morale. Participants will learn how to overcome these barriers by becoming more assertive, ensuring that their messaging is clear, concise, action-driven, and that their opinions are heard and considered.
Finally, participants will learn how to strategically build influence within their teams and organizations, by exploring the various methods of trust-building and understanding the 7 sources of power in leadership. In the end, they will leave the workshop with practical tools to enhance their credibility and authority, ensuring that they are seen as leaders.
A key aspect is understanding the role of Emotional Intelligence (EQ) and Empathy in leadership. Participants will explore how these two elements are critical in managing team dynamics, resolving conflicts, and fostering strong relationships. Emotional intelligence helps leaders to tune into the emotions (Energy in motion) of their team members, while empathy ensures that they respond in ways that build trust and loyalty regardless of the situations.
All Leaders have personal preferences when it comes to handling conflict, but this workshop will challenge participants to step beyond those instincts. We’ll dive into different conflict resolution styles and examine why, as a leader, it's not about what they prefer but what’s best for the team and their stakeholders. It is by learning how to adapt and flex their approach that participants will become more versatile and effective in resolving disputes and creating a collaborative environment.
Effective leadership communication is foundational, but it comes with its own set of barriers, and these barriers can derail progress, breed confusion, and affect team morale. Participants will learn how to overcome these barriers by becoming more assertive, ensuring that their messaging is clear, concise, action-driven, and that their opinions are heard and considered.
Finally, participants will learn how to strategically build influence within their teams and organizations, by exploring the various methods of trust-building and understanding the 7 sources of power in leadership. In the end, they will leave the workshop with practical tools to enhance their credibility and authority, ensuring that they are seen as leaders.
Objective
Upon completion of this programme, participants will:
- Understand what it means to be in ‘middle management’, sandwiched between stakeholders all around them.
- Gain insights into how Emotional intelligence and Empathy are rightly exercised in the leadership domain.
- Know their conflict resolution preferences, and why it does not matter when they are leading their team.
- Appreciate the effects that communication barriers have on any form of leadership communication, and why that means they have to be assertive.
- Be able to strategically build influence using various methods of Trust and the 7 sources of Power.
Outline
Day 1 – Consciousness - What you need to know
1 - Navigating ‘Middle’ management
• Opening and Icebreaker
• What does it mean to be in ‘middle’ management, to be sandwiched between your team and your immediate boss?
• What and who creates your team culture, and why the team leader matters a lot more than we think?
• How do you come across as a leader, and why the perception of leadership is important.
2 - Emotional intelligence
• How effective leaders utilize their Emotional Intelligence, and in what ways?
• Using EQ to handle the emotional triggers of yourself and of your team.
• Exercising empathy to lead your team successfully by recognize a leader’s focus of control, also known as ‘control the controllable’.
3 - Conflict management
• Self-assessment and exploration on each participant’s conflict management style.
• Application of the understanding of the various conflict management styles on the conflicts that occur in the different team development stages.
• An exploration on how conflict management styles affect the team culture.
4 - Communicating as a leader
• Discussion on real-live case studies on communication mishaps.
• Knowing the 10 barriers to effective leadership communication, and why it is better to ‘over’ than ‘under’ communicate as a leader.
• What it means to be an ‘assertive’ leader.
5 - Influence & Persuasion
• Influence vs Persuasion, and why effective leaders employ both.
• How the probabilities of successfully influencing and persuading others as a leader depends on your level of trust that you have with them.
• What can you do as a leader to increase your influence and persuasion?
• Summary and closing
1 - Navigating ‘Middle’ management
• Opening and Icebreaker
• What does it mean to be in ‘middle’ management, to be sandwiched between your team and your immediate boss?
• What and who creates your team culture, and why the team leader matters a lot more than we think?
• How do you come across as a leader, and why the perception of leadership is important.
2 - Emotional intelligence
• How effective leaders utilize their Emotional Intelligence, and in what ways?
• Using EQ to handle the emotional triggers of yourself and of your team.
• Exercising empathy to lead your team successfully by recognize a leader’s focus of control, also known as ‘control the controllable’.
3 - Conflict management
• Self-assessment and exploration on each participant’s conflict management style.
• Application of the understanding of the various conflict management styles on the conflicts that occur in the different team development stages.
• An exploration on how conflict management styles affect the team culture.
4 - Communicating as a leader
• Discussion on real-live case studies on communication mishaps.
• Knowing the 10 barriers to effective leadership communication, and why it is better to ‘over’ than ‘under’ communicate as a leader.
• What it means to be an ‘assertive’ leader.
5 - Influence & Persuasion
• Influence vs Persuasion, and why effective leaders employ both.
• How the probabilities of successfully influencing and persuading others as a leader depends on your level of trust that you have with them.
• What can you do as a leader to increase your influence and persuasion?
• Summary and closing
Who should attend
- Emerging leaders who are experienced individual contributors, are already leading project teams, and are a step away from formally leading a team of their own.
- First Time Leaders who have been recently promoted to formally lead a team of their own, and need to get up to speed on what it means to lead and manage others.
- Experienced managers, Supervisors, and Team leaders looking to refresh their understand of the topic with new insights and research will also benefit.
- Experienced managers, supervisors, and team leaders who consciously want to create the team they have always wanted to lead, and have the appropriate team culture to support it.
Methodology
Interactive and experiential trainer-led workshop with participant-led small group discussions and case studies drawn from the First Time Leadership book co-authored by the trainer.
Each participant will receive a copy of Daniel’s First Time Leadership book as a post-workshop resource. The book contains 30 leadership principles revealed in stories based off real-life experiences of successful leaders from 37 countries.
Each participant will receive a copy of Daniel’s First Time Leadership book as a post-workshop resource. The book contains 30 leadership principles revealed in stories based off real-life experiences of successful leaders from 37 countries.
Testimonial
The real life cases are really helpful for a new manager, and I could see that the examples relate very often to our situation at work.
Sincere thanks to help us assess myself in certain areas, where I would be improving myself, especially the personality test and team discussion.
Sharing of different leadership perspective and open discussions within the different team members are helpful.
Sincere thanks to help us assess myself in certain areas, where I would be improving myself, especially the personality test and team discussion.
Sharing of different leadership perspective and open discussions within the different team members are helpful.
Daniel Lee's Profile
He Simplifies Employee Engagement for Team Leaders and Heads of Departments.
Over 20 years of working in Australia and Singapore, Daniel Lee has accumulated a vast experience and know-how in speaking, training, and coaching participants from different cultures and work backgrounds.
He started his career with the Singapore Police Force and achieved the rank of Staff Sergeant. After which he pursued his Masters in Monash University, Melbourne, Australia. During that time, Daniel started his career in Human Resources, eventually focusing on Learning and Development across the Manufacturing, Professional services, and Facilities Management industries in Australia, and with Banking and Finance in Singapore.
From 2017 onwards, Daniel did a career switch with a focus on the education industry working with youths, and later from mid-2018 onwards, to working with adult learners. Daniel has run both in-house and public programmes for Accenture, American Express, PPG Industries, Bank of Singapore, Marina Bay Sands, BNP Paribas, Daimler Trucks, Bollore Logistics, DHL, Shiseido, Standard Chartered, Telkom Indonesia, Beam Suntory, Cornerstone, Singapore Police Force, UTAC, Nexia Singapore, and many more.
Having become a published author in 2021 with his book ‘First Time Leadership’, he knows that leadership is simply an amalgamation of a range of skillsets and mindsets. The key to unleashing one’s leadership is to realise that leadership competencies are interrelated, and to know how to employ them across the various people-related situations.
Since 2022, Daniel has been interviewing Heads of Departments in his latest research, leading from the Middle, to uncover what it takes to be an effective leader of leaders.
With deep theoretical understanding on team and organization leadership and its practical real-world applications, he takes the view that learners already subconsciously know how to achieve the desired outcomes. His role is to bring awareness to the learners, so they can become intentional professionals in their own fields. Daniel has received many positive testimonials from the programmes and workshops he has conducted.
Over 20 years of working in Australia and Singapore, Daniel Lee has accumulated a vast experience and know-how in speaking, training, and coaching participants from different cultures and work backgrounds.
He started his career with the Singapore Police Force and achieved the rank of Staff Sergeant. After which he pursued his Masters in Monash University, Melbourne, Australia. During that time, Daniel started his career in Human Resources, eventually focusing on Learning and Development across the Manufacturing, Professional services, and Facilities Management industries in Australia, and with Banking and Finance in Singapore.
From 2017 onwards, Daniel did a career switch with a focus on the education industry working with youths, and later from mid-2018 onwards, to working with adult learners. Daniel has run both in-house and public programmes for Accenture, American Express, PPG Industries, Bank of Singapore, Marina Bay Sands, BNP Paribas, Daimler Trucks, Bollore Logistics, DHL, Shiseido, Standard Chartered, Telkom Indonesia, Beam Suntory, Cornerstone, Singapore Police Force, UTAC, Nexia Singapore, and many more.
Having become a published author in 2021 with his book ‘First Time Leadership’, he knows that leadership is simply an amalgamation of a range of skillsets and mindsets. The key to unleashing one’s leadership is to realise that leadership competencies are interrelated, and to know how to employ them across the various people-related situations.
Since 2022, Daniel has been interviewing Heads of Departments in his latest research, leading from the Middle, to uncover what it takes to be an effective leader of leaders.
With deep theoretical understanding on team and organization leadership and its practical real-world applications, he takes the view that learners already subconsciously know how to achieve the desired outcomes. His role is to bring awareness to the learners, so they can become intentional professionals in their own fields. Daniel has received many positive testimonials from the programmes and workshops he has conducted.
