Preparation
Two to three 20-minute interviews with selected participants, customisation of the case studies, pre-work materials.
Management & Leadership
Lead Like a Multiplier
Some leaders drain the intelligence of the people around them. Others double it. This journey moves managers deliberately from the first group to the second.
The business challenge
Why organizations ask for this
Three business pain points show up together. Talent waste: smart people disengage under Diminisher-style leadership and stop offering ideas. Slow execution: micromanagement creates bottlenecks and missed opportunities. Low ownership: teams wait for instructions instead of taking responsibility. None of these are capability problems in the team. They are behaviour problems in the leader.
Approach & methodology
How the programme actually runs
3 days × 6 hours, or 6 online modules × 3 hours · Face-to-face, online or blended · RO / EN
Kick-off
One-hour online session with all participants and the sponsor.
Day 1: Why Leadership & The Debate Maker
Generational shift, AI, the Pygmalion effect, the Multiplier–Diminisher lens, self-assessment on the five Multiplier competencies, and how to run team meetings that produce debate rather than silence.
Day 2: The Investor & The Liberator
The Accidental Diminisher test, delegating ownership with a return on investment, creating the climate where mistakes are usable, work routines and performance behaviours.
Day 3: The Challenger & The Talent Magnet
Setting the stretch challenge, the potential matrix, mapping your whole team, and your own brand as a magnet for talent.
Optional Day 4: AI & Me
Leading smarter: what a manager delegates to AI and what stays human.
Individual sessions
30 minutes per participant, online, to convert insight into a personal plan.
Follow-up
One 1.5-hour online session, what went well and even better if.
Competencies built
What participants can do afterwards
Empowerment
Hand over ownership with the decision rights attached, so the work does not come back to you.
Coaching conversations
Ask before you tell, and let the person keep the pen on their own problem.
Trust-building
Make it safe to disagree in the room, which is where the real thinking surfaces.
Feedback
Separate what you observed from what you concluded, and say both out loud.
Talent development
Spot the native genius in each person and give it a stretch worth taking.
Expected business outcomes
What the organization should see
Higher productivity and innovation
Increased engagement and ownership
Improved talent retention
Schedule & format
Practical details
Audience
Experienced leaders
Duration
3 days × 6 hours, or 6 online modules × 3 hours
Format
Face-to-face, online or blended · RO / EN
Measurement
Kirkpatrick L1–L4
FAQ
Frequently asked questions
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Start a conversation
Book a strategic discussion about Lead Like a Multiplier
If you are exploring how capability building can strengthen performance across your organization, we can help you identify where the greatest opportunities for impact lie and what capabilities matter most in your specific context.
Our first conversation is exploratory. We look at your business priorities, current challenges and organizational maturity to identify where capability development could create the most meaningful and measurable value.