Leadership Development Course with Dekker | Fortune 100 MBA

Learn the five drivers of influence—source, message, audience, procedure, and interpersonal tactics—and how warmth, competence, loss framing, anchoring, social proof, defaults, and commitment boost persuasive leadership.

Collaboration leadership coordinates cross-functional teams across departments, languages, and geographies to manage complexity, with product marketing managers acting as hubs and using lateral influence to drive go-to-market success.

Identify warmth and competence as the two pillars of how people evaluate you. Calibrate to balance likability with expertise using self-monitoring and clear charts and body language.

Develop persuasive leadership by applying six factors—reciprocity, scarcity, authority, consistency, liking, and consensus—drawn from the Albini framework to influence decisions.

Emphasize candor by delivering both negative and positive feedback to motivate and develop employees. Depersonalize issues, stay straightforward, provide timely feedback, and focus on changing behavior.

Examine how people climb to powerful leadership positions through self-promotion, image crafting, and overconfidence, often masking emotions, selling ideas, and lying, while chasing an aura of elite belonging.

Learn to write professional email requests by greeting, politely asking with context, specifying a due date, and thanking the recipient, emphasizing trust over rigid records.

Master five essential people skills: listening, conflict resolving, collaboration, skill selection. Identify three barriers—judging others, giving solutions, avoiding concerns—that hinder workplace and personal life communication.

Address problems assertively, not passive or aggressive, using a four-step Toastmasters formula: state the problem, tell your feelings, specify a solution, and describe the consequences.

Praise publicly to recognize others and boost their visibility, and provide critical feedback privately in a one-on-one in-person setting to protect dignity and effectiveness.

Describe observable behavior, avoid assuming motivations, and explain its effects to show impact. Listen, request a concrete change with commitment, reaffirm ability, stay direct and positive, and follow up.

Encourage everyone to talk in meetings and value introverts' insights. Use personality frameworks—Big Five, Myers-Briggs, and strength finders—to understand who speaks up and why.