Define who you are as a leader and pressure-test it in real scenarios from your business.

You’ll practise setting standards in the exact situations where you usually soften: resetting expectations in a team meeting, clarifying roles with a team member who keeps overstepping, and stating a non-negotiable without over-explaining yourself.

We’ll work through how to communicate boundaries clearly, respond when someone pushes back, and hold your position without apologising for it.

Outcomes:

A clear leadership manifesto to underpin your actions

A set of standards you're willing to hold

Clarity on your boundaries and how to communicate them

Confidence to stay steady when challenged

This month lays the groundwork – not just for the group, but for how you show up in your business from here on.

Bring the conversations you’ve been avoiding. We’ll work on those.

→ You’ll practise delivering direct performance feedback to someone you genuinely like.
→ You’ll rehearse handling tension between team members without becoming the referee.
→ You’ll refine how you push back on stakeholders or clients when expectations are unrealistic.

Instead of “I hope that came out right,” you’ll leave knowing exactly how to structure feedback, de-escalate conflict, and influence outcomes, without damaging relationships.

Outcomes:

- A repeatable structure for delivering direct feedback

- The ability to de-escalate conflict

- Strategies to push back on unrealistic expectations while maintaining influence

- Confidence to communicate your message clearly

Identify the tasks you keep taking back, and redesign how you hand them over.

You’ll practise delegating a real project from your business: clarifying outcomes, defining decision rights, and setting check-in rhythms that don’t require constant hovering.

We’ll build simple accountability systems so you can see progress without checking every detail.

And you’ll test what trusting your team looks like (in controlled, practical steps) without feeling like you’re gambling with your standards.

Outcomes:

- A delegation framework that clarifies outcomes and decision rights

- Accountability systems that manage progress without micromanaging

- The ability to trust your team without lowering your standards

- Confidence to finally let go of tasks (and focus where it's needed)

Move from being the driver of every decision to the creator of accountability.

You’ll identify where your team defaults to you, and reset expectations so ownership is explicit.

We’ll practise coaching responses that build critical thinking instead of dependence.

You’ll learn how to hold people accountable when standards slip – without rescuing, blaming or avoiding the issue.

The shift here is from task completion to true ownership.

Outcomes:
- Clear ownership and accountability structures across your team

- Coaching responses that build critical thinking instead of dependence

- The ability to hold people accountable without rescuing or avoiding

- A shift from task completion to true ownership in your team

Map where you’re still the default decision-maker – and decide what actually needs to stay that way.

You’ll clarify which decisions only you can make, which ones your team should own, and what needs documenting so you’re not answering the same question twice.

We’ll design practical structures so you can step out of day-to-day problem solving without everything stalling.

This is where you create a clear pathway out of 60+ hour weeks, not through hustle, but through process.

Outcomes:

- Practical structures that keep things moving when you step back

- Freedom from answering the same questions repeatedly

- A pathway out of 60+ hour weeks through process, not hustle

Review the shifts you’ve made and decide what becomes permanent.

You’ll organise your leadership standards, meeting rhythms, delegation frameworks and feedback approach into a practical playbook you can actually use.

We’ll identify where you’re most likely to revert under pressure, and put safeguards in place.

The best leaders don’t just grow businesses, they grow people. In this final phase of The Leader’s Lab, you’ll leave with systems and structures that ensure your leadership keeps evolving long after the program ends.