About This Event
“Great technical experts are not born managers. This is where they become leaders.”
A three-day in-person workshop for emerging and mid-level leaders, built on the PAC Leadership Competencies Framework. You will make the move from technical expert to people leader, practising delegation, feedback, decision-making and influence in the specific context of a central bank or regulator.
What You'll Explore
A self-assessment against the PAC Leadership Competencies Framework
A delegation and priority-setting tool for your own team
Practised feedback and coaching models, including SBI and GROW
A stakeholder influence map for cross-departmental work
A 90-day leadership development plan to agree with your line manager
Who Should Attend
Open to all qualifying staff, particularly: Newly Appointed Managers, Team Leaders, Principal and Senior Economists, Senior Analysts and Supervisors, High-Potential Staff.
Why This Course Matters
Expert to Leader
Most central bank managers are promoted for technical excellence, not people skills. Early leadership training shortens the painful transition and protects the teams they now lead.
Stronger Pipeline
Succession depends on a bench of capable mid-level leaders ready to step up. Investing at this level means fewer rushed external hires when senior roles suddenly fall vacant.
Practical Skills
Delegation, feedback and difficult conversations are learned by doing, not by reading. Practising them in a safe setting means participants use them with their own teams the following week.
Programme
Day 1
From technical expert to people leader
You will assess yourself against the PAC Leadership Competencies Framework, explore the shift from doing the work to leading it, and practise delegation and priority-setting using central bank scenarios.
Day 2
Feedback, coaching & performance conversations
You will practise giving feedback, coaching and handling difficult performance conversations in structured role-plays, using models such as SBI and GROW that you can apply with your own team.
Day 3
Decision-making, influence & your plan
You will work through decision-making under uncertainty and influencing without authority across departments, then build a 90-day leadership development plan to agree with your line manager.
Standards & Faculty Benchmark
PAC Leadership Competencies Framework
PAC's six-competency framework structures the self-assessment and every session of the course.
CIPD Profession Map
CIPD people-practice standards inform the coaching, feedback and performance-management content.
ISO 10015 Competence Management
Guidance on competence management and people development shapes the 90-day development plan.
Your HR function needs development that links to appraisal and promotion decisions. Anchoring the course in the PAC framework and recognised HR standards means your 90-day plan feeds directly into performance conversations rather than sitting in a drawer.
Is This Right for You?
- ☑You have recently moved into your first team leader role
- ☑You are a technical specialist being prepared for management
- ☑Your institution wants a consistent pipeline of mid-level leaders
Good to Know
Designed for staff in their first leadership roles or preparing for one; no prior management training is assumed. You leave with a competency self-assessment, practical coaching and feedback tools, and a 90-day leadership plan to agree with your line manager.
The Bottom Line
Turn strong technical experts into confident people leaders, with skills their teams will notice from the first week back.
Recommended For
Open to all qualifying staff, particularly: Newly Appointed Managers, Team Leaders, Principal and Senior Economists, Senior Analysts and Supervisors, High-Potential Staff.