Proposed Leadership Development Programme Structure:
to be determined with Adroyts’ client during discovery/consultation process.
The client has not yet been identified to Leadership Trust so this outline is based on Adroyts’ values, pillars, and leadership philosophy. In particular, the programme has been designed around Adroyts’ commitment to Deep Knowledge, Strategic Focus and Sustainable Relationships, whilst developing the leadership competencies identified.
Once the client organisation has been confirmed, the programme content, scenarios, leadership challenges and business context would be tailored to reflect their specific strategic priorities, culture, operational environment and leadership challenges.
The programme follows Leadership Trust’s experiential methodology, combining challenge, reflection, feedback and coaching to create lasting behavioural change and sustainable organisational impact.
5-day Residential to be delivered in Riyadh
| Session | Activity | Outcomes |
|---|---|---|
| Launch | Facilitated discussion exploring leadership challenges, business priorities and the role of senior leaders in creating organisational success. | Shared understanding of leadership expectations and the importance of aligning individual, team and organisational objectives. |
| Challenge 1 | Leadership simulation requiring teams to achieve ambitious outcomes whilst managing competing stakeholder priorities and limited resources. | Increased awareness of how personal leadership behaviours influence accountability, collaboration and performance. |
| Review* | Facilitated debrief using observation, peer feedback and reflection. | Greater self-awareness and understanding of how leadership behaviours affect the performance of others. |
| Challenge 2 | Scenario requiring leaders to choose between local success and wider organisational success. | Recognition of silo behaviours and the importance of collaboration in achieving shared objectives. |
| Review* | Facilitated debrief focused on trust, influence, negotiation and collaboration. | Understanding how Sustainable Relationships drive better decisions and stronger organisational outcomes. |
| Session | Activity | Outcomes |
|---|---|---|
| Reflection & Application | Reflection and sense-making of Day 1 learning. Introduction of leadership models and frameworks to support workplace application. | Integration of key leadership insights and identification of individual development priorities. |
| Challenge 3 | Dynamic scenario where priorities, information and stakeholder expectations change throughout the exercise. | Increased confidence leading through ambiguity, uncertainty and competing demands. |
| Review* | Peer feedback and facilitated reflection. | Enhanced awareness of leadership adaptability, resilience and decision-making under pressure. |
| Challenge 4 | Complex team challenge requiring leaders to gather information, assess risk and make timely decisions with incomplete data. | Greater confidence applying critical thinking and problem solving in uncertain environments. |
| Review* | Facilitated debrief linking behaviours to business outcomes. | Improved understanding of how leadership behaviours influence decision quality and execution. |
| Session | Activity | Outcomes |
|---|---|---|
| Reflection & Application | Review of learning themes and introduction to strategic leadership concepts. | Clear connection between operational leadership and strategic thinking. |
| Challenge 5 | Business simulation requiring participants to balance short term demands with long term organisational objectives. | Increased appreciation of strategic thinking and systems leadership. |
| Review* | Facilitated discussion and peer feedback. | Greater understanding of how leaders create value through strategic focus and prioritisation. |
| Challenge 6 | Cross-functional challenge requiring participants to influence, negotiate and collaborate around competing priorities. | Improved ability to align stakeholders behind shared goals. |
| Review* | Reflection on leadership behaviours observed during the challenge. | Deeper understanding of how influence, negotiation and collaboration contribute to sustainable organisational success. |
| Session | Activity | Outcomes |
|---|---|---|
| Reflection & Application | Reflection on leadership impact and the role of leaders in developing others. | Stronger awareness of People Leadership responsibilities. |
| Challenge 7 | Scenario requiring leaders to deliver results through others rather than relying on personal expertise. | Recognition of the importance of empowerment, delegation and leadership coaching. |
| Review* | Facilitated feedback conversation focused on leadership effectiveness. | Improved understanding of how leaders create accountability and high performance in their teams. |
| Coaching for Performance Workshop | Practical coaching conversations and leadership development exercises. | Increased confidence using coaching to support continuous learning, growth and performance improvement. |
| Review* | Reflection on leadership behaviours and coaching impact. | Greater capability to develop others whilst creating a culture of excellence and accountability. |
| Session | Activity | Outcomes |
|---|---|---|
| Reflection & Application | Review of key themes emerging across the programme. | Consolidation of learning and identification of leadership strengths and development priorities. |
| Challenge 8 | Large-scale change leadership scenario requiring participants to mobilise others through uncertainty and resistance. | Increased confidence leading organisational change and maintaining engagement during periods of transformation. |
| Review* | Facilitated review linking leadership behaviour to long-term organisational impact. | Understanding of how effective leaders build commitment, resilience and sustainable change. |
| Personal Leadership Commitment | Individual reflection, feedback and leadership action planning. | Clear development priorities and commitments for ongoing leadership growth. |
| Programme Close | Group commitment session and leadership charter creation. | Shared accountability for sustaining learning and creating lasting organisational impact. |
* Where the learning happens
Post-Residential Coaching & Learning Transfer
Leadership Trust recognises that lasting behavioural change happens after participants return to the workplace. To support the transfer of learning and reinforce Adroyts’ commitment to Sustainable Relationships and continuous development, each participant will receive two individual coaching sessions following the residential programme.
| Session | Activity | Outcomes |
|---|---|---|
| Individual Coaching Session 1 | One-to-one coaching focused on reviewing workplace application of programme learning, leadership challenges encountered and progress against personal leadership commitments. | Increased self-awareness of behavioural change, identification of barriers to implementation and greater confidence applying new leadership approaches in the workplace. |
| Review & Reflection | Exploration of how learning has influenced leadership effectiveness, decision making, collaboration and people leadership. | Enhanced accountability for development goals and greater clarity on practical actions to sustain progress. |
| Session | Activity | Outcomes |
|---|---|---|
| Individual Coaching Session 2 | One-to-one coaching focused on long-term behavioural change, leadership impact and future development priorities. Participants reflect on successes, challenges and lessons learned since the programme. | Stronger transfer of learning, reinforced leadership confidence and evidence of sustained behavioural change. |
| Embedding Sustainable Impact | Review of leadership goals and alignment of future actions with organisational priorities. | Clear personal development plan and ongoing commitment to creating lasting impact for teams, colleagues and the wider organisation. |
Coaching Objectives
The coaching component is designed to:
Maximise the transfer of learning from the residential programme into the workplace.
Strengthen accountability for individual development commitments.
Support the application of coaching, collaboration and people leadership behaviours.
Help participants navigate real leadership challenges using insights from the programme.
Reinforce sustainable behavioural change and long-term leadership growth.
This combination of experiential learning, workplace application and personalised coaching helps ensure that the programme delivers measurable impact long after the residential experience has concluded