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Brookings Institution

Courageous Leadership: Daring to Lead

May 18—19, 2020
2 days
Washington, District of Columbia, United States
USD 1995
USD 997 per day

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The organizations of tomorrow will need courageous leaders to guide their people through unprecedented adversity and change. In this fast-paced and highly interactive class, you learn the essential elements of courage and the skill set required to boost them. For millennia, philosophers and psychologists have differentiated four types of courage: physical, social, moral, and creative. Each type is critical to courageous leadership.

Physical courage is the ability to control your physical self to maintain courage “under fire.” Social courage is the power to remain strong against pressures to conform. Moral courage means doing what is right, instead of what is expedient. Creative courage is the courage to lead people into the uncharted territory of the future.

Eli Broad College of Business

Strategic Change Leadership

Next dates

Sep 1, 2019—Feb 29, 2020
USD 1980


For any number of reasons – from adding a new sales process or a new department, to going paperless or going public – companies face change. Whether change is initiated by you or your organization, strategic leadership skills are needed to rally others in support of its implementation and successfully manage and accomplish the change.

This online change leadership course focuses on change management, the strategic planning and processes involved, and the way workforces can be aligned and motivated to meet deadlines and goals. You’ll explore concepts and theories of organizational behavior and how to leverage them to your advantage. And you’ll learn how to create interdependence among employees, resolve conflicts, structure groups for teamwork and communicate the company’s vision.

What You’ll Learn

Capitalizing on Individual Differences to Maximize Results

  • Ways to leverage an individual’s cognitive abilities, personality and job experience
  • Strategies for effectively assigning jobs or creating value through job reengineering
  • How bias and filters shape organizational and individual thinking

Evaluating Employee Performance

  • How to measure performance based on expectations, goal setting and self-efficacy
  • Methods for valuing outcomes through reinforcement and need theories
  • Effective ways to use horizontal or vertical job enlargement as motivation
  • Strategies for defining responsibilities and identifying room for improvement
  • What to consider when using pay for performance

Effective Leadership and Creative Problem Solving

  • How bounded rationality limits decision-making capabilities
  • Advantages and disadvantages of different leadership models
  • What path-goal theory reveals about leadership behavior
  • Ways to improve the motivation and cohesiveness of teams
  • Best practices for managing conflict, divergence and interdependence
  • Contingency models and the link between leadership style and situational control

Managing Job Satisfaction and Stress

  • How employee stress and lack of job satisfaction can affect the workplace
  • The impact of physical and social environments, disposition, tasks and roles
  • Ways to improve employee satisfaction through job redesign, role analysis and skills training

Perspectives on Work Design

  • Efficiency: Improvements via methods engineering and work measurement
  • Motivational: Inspiration through horizontal and vertical job enlargement
  • Enrichment: Applying the Hackman-Oldham model and socio-technical design
  • Quality: Process management and the impact of quality circles

Organization Structure, Interdependence and Role Relationships

  • Pooled, sequential, reciprocal and comprehensive organizational variations
  • The effects of conformity, revolution, subversion and creative individualism
  • How to form groups by function or workflow
  • Types of organizational structure and contingency models
  • The importance of interdependence and role relationships

Culture, Change and Organizational Values

  • What it means to manage culture
  • The effect of organizational values on change
  • Ways to develop inventions and action research
  • What to do when tensions rise
  • International impacts on organizational behavior

Understanding Change Management

  • What constitutes effective change leadership
  • How to develop a leadership strategy and leadership courage
  • Ways to deal with processes and evolutionary change

Implementing Organizational Changes

  • How to effectively communicate your organization’s vision
  • Ways to explain the reasons and timing for change
  • Opportunistic change, time pacing and growth stage
  • How to establish and provide directions for change
  • Ways to overcome resistance to change

Managing Change

  • How to establish and work with goals
  • Practical ways to deal with others in the change process
  • What you should know about S-curves and contingency approaches
  • How and when to ground change


8 Week Course

Different Types of Change and Their Drivers

  • Intro and overview
  • Change Management Drivers
  • What Does Organizational Change Mean
  • Developmental Change Defined
  • Transitional Change

The Process of Change

  • Transformational Change
  • How Does Initiative Change Impact Companies
  • Models Of Change Management
  • Models Of Change Management ADKAR
  • ADKAR Model (by Prosci)

Change As It Relates to People

  • Models Of Change Management Kotter
  • Models Of Change Management Kurt Lewin
  • Motivating Change
  • Creating Readiness for Change

Undertaking Change Initiatives

  • Overcoming Resistance to Change
  • Creating a Vision for Change
  • Managing the Political Dynamics of Change
  • Sustaining Change Management Momentum

Decision Making and Motivation

  • Introduction and Perception
  • Decision Making and Creativity
  • Diversity and Individual Differences
  • Motivation: Part 1
  • Motivation: Part 2
  • Satisfaction and Stress

Understanding Performing Teams

  • Work Design
  • Interdependence: Part 1
  • Interdependence: Part 2
  • Group Team Performance: Part 1
  • Group Team Performance: Part 2

Organizational Leadership

  • Leadership: Part 1
  • Leadership: Part 2
  • Power
  • Politics and Conflict

Process & Structures In Organizations

  • Organization Structure: Part 1
  • Organization Structure: Part 2
  • Organization Design: Part 1
  • Organization Design: Part 2
  • Organizational Culture
  • Organizational Change and Development
  • International Organizational Behavior
  • Course Review

Who should attend

This eight-week course is for aspiring and current managers, team leaders, company executives and anyone who wants to add value to their company and career by managing change. It provides critical insights into change management and the leadership attributes necessary to initiate and execute change successfully.

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