Leading a Team of Champions

Why Attend

You need to attend the “Leading a Team of Champions” training course because you deserve to lead a team of champions and because your team members deserve to be championed by you.  By not attending, you risk spending your career leading people who lack motivation and energy, and who will give you poor quality work and low productivity.

This course aims at endowing leaders with the right mindset and, most importantly, with the tools that will allow leaders to tap into every bit of their team members’ potential. Participants will be provided with a toolbox of skills they can use as soon as they are back at work. They will learn how to maximize the performance of their team members and transform each member into a strong link that will add to the power of the whole team.

Course Methodology

The workshop is designed to be interactive and participatory. It includes various pedagogical tools to enable participants to function effectively and efficiently in a multilateral environment. The course will be built on four pedagogical pillars: concept learning (presentations by the consultant), role-playing (group exercises), experience sharing (round-table discussions) and exposure to case studies and scenarios.

Course Objectives

By the end of the course, participants will be able to:

  • Explain the essential components of a team of champions
  • Set, communicate, and achieve a championship culture
  • Design and implement development plans that create champions
  • Build a rich feedback culture that allows champions to remain champions
  • Transform the team of champions into a championship team

Target Audience

This course is targeted at middle managers and senior managers/directors seeking to cultivate a championship culture in their teams and organizations through tapping into the hidden potential of employees and into their winning appetite.

Target Competencies

  • Performance optimization
  • Employee engagement
  • People development
  • Building synergy
  • Building trust
  • Effective feedback
  • Motivating people
  • Coaching and training


South Africa

Training Dates:

Each course starts every Monday of each week. Please book your training on a date that is a Monday.

Course Duration:

Unit Standard:

NQF Level:

Number of Credits:

Course Fees

Note: Please fill in the online application form on the left or bottom if this page to receive a quotation with detailed pricing from AATICD.

How to Apply:

To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website https://www.aaticd.co.za


When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.

Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.

Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.

Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.

Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.

In-House Trainings are also available for 3 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.

Course Outline

  • Raising the bar on Leadership – why lead an average team when you can lead a podium team
    • The leadership legacy
    • The X factor of the leader of champions
    • The indicators of a team that wins business championships
    • Leadership dominating beliefs, mindsets, and values
    • The credibility and likeability matrix
    • The five levels of leadership – from being a champion to championing the people
  • Establishing a championship culture
    • Definition of team culture
    • The cultural attributes of a team of champions
    • Establishing a championship culture
    • Recruiting culture champions
    • Dealing with cultural misfits
  • Flexible leadership for developing champions
    • Coaching definition – teaching versus letting learn
    • Reasons managers give for not coaching their employees
    • Designing individual championing plans – the 70/20/10 model applied to the workplace
    • Solve performance issues with four essential coaching skills
    • Comfort zone, learning zone, and panic zone
    • Steps for coaching meetings – the GROW model
  • The five traits of a championship team
    • The truth behind the failures of corporate teams – the five dysfunctions of a team
    • Identifying behaviors that foster trust among team members
    • Engaging in healthy conflicts and understanding the conflicts continuum
    • Fostering team commitment
    • Nurturing a culture of peer accountability
    • Developing a permanent laser-focus on results
  • Difference between a team of champions and a championship team
    • Why a team of champions might not win championships
    • Teamwork abuse – redefining the truth of teamwork
    • The five dysfunctions of a team
      • Absence of trust
      • Fear of conflict
      • Lack of commitment
      • Avoidance of accountability
      • Inattention to results
  • Transforming solo champions into a championship team
    • Building team trust – the test of vulnerability
    • The trust indicators of the team
    • Engaging in healthy conflicts – the why and how
    • Understanding the conflicts’ continuum
    • Developing the internal code of conflicts
    • Fostering a solid commitment from team members
    • The team decision-making process – building consensus leading to commitment
    • Nurturing a culture of peer accountability
    • Devolving a part of top management accountability to team members
    • Developing a permanent laser-focus on results