Executive Mini Master in Crisis and Business Continuity Strategies

Course Dates :

14/04/25

35

Course ID:

250414001003559LUEMT

Course Duration :

35 Studying Day/s

Course Location:

Course Category:

Executive Mini Masters

Subcategories: Construction Safety, Health and Wellbeing, Environmental Sustainability, Risk Management, Technical Skills Development, Leadership and Communication, Quality Assurance

Course Certified By:

* LondonUni - Executive Management Training

* Executive Mini Masters Certificate

Leading to
Executive Masters Certificate

Certification Will Be Issued From : From London, United Kingdom

Course Information

Introduction

In today's fast-paced and ever-evolving business landscape, crisis management and business continuity planning have become critical components for organizations to maintain resilience and success. Organizations face unforeseen challenges ranging from natural disasters to technological disruptions and even organizational changes. As businesses increasingly prioritize long-term sustainability, equipping leaders and managers with the tools to navigate crises and ensure continuity is paramount. The Executive Mini Master in Crisis and Business Continuity Strategies offers a comprehensive, strategic approach to handling such situations with advanced techniques, frameworks, and methodologies.

This course delves into the core aspects of crisis management, business continuity, and organizational resilience, enabling professionals to build robust systems that minimize disruption during challenging times. The blend of crisis management, strategic leadership, and mentoring frameworks ensures that participants acquire skills that are adaptable across industries. The knowledge gained through this course will not only improve personal leadership but will also enable participants to lead organizations through turbulence with a focus on long-term sustainability.

The Executive Mini Master program in Crisis and Business Continuity Strategies is designed to arm professionals with both practical tools and a deep understanding of strategic foresight. Participants will learn to evaluate crises, develop effective continuity strategies, and build leadership resilience, while simultaneously refining their mentoring and coaching skills. The course integrates theory and practice, ensuring that leaders are not only prepared to manage crises but are also equipped to guide their teams and organizations through recovery and growth.

By focusing on critical topics such as leadership during a crisis, organizational communication, and mentorship in high-stakes environments, this course ensures that participants can assess and act decisively in complex scenarios. It also emphasizes the importance of building resilient teams and fostering a culture of continuous improvement. The course’s holistic approach ensures that participants are well-prepared to manage both the tactical and emotional aspects of crises and ensure the smooth continuity of business operations.

Through a mix of case studies, practical applications, and immersive coaching and mentoring techniques, this course provides a 360-degree view of crisis management. Whether managing a natural disaster, a technological failure, or an economic downturn, participants will learn how to evaluate situations critically, develop strategies, and lead their teams to success. The comprehensive nature of this program allows participants to develop expertise not only in crisis management but also in the areas of coaching and mentoring that are essential for empowering teams during turbulent times.

As the final component of the Executive Mini Master, participants will be required to complete a thesis of 15,000 to 20,000 words that reflects their understanding of crisis management and business continuity strategies. This final project will allow participants to demonstrate their ability to analyze, strategize, and lead in complex scenarios.

Course Structure

The Executive Mini Master in Crisis and Business Continuity Strategies is a robust and comprehensive program that combines academic rigor with practical applications. The course spans over 30 days, with an additional 5 days dedicated to preparing the final thesis. The course structure is designed to provide both theoretical knowledge and hands-on experience, ensuring that participants can immediately apply what they learn to real-world business challenges.

The course is divided into six core modules:

Evaluating Coaching and Mentoring Effectiveness: This module focuses on understanding the importance of effective coaching and mentoring in leadership roles. It covers key strategies to evaluate the impact of coaching and mentoring in organizational settings, offering tools to assess effectiveness and improve outcomes.

Introduction to Coaching and Mentoring: In this module, participants will gain foundational knowledge in coaching and mentoring principles. It provides a solid understanding of the role of a coach and mentor in crisis management and business continuity, with a focus on enhancing individual and team performance.

Coaching for Leadership Development: This module aims to enhance leadership capabilities through coaching techniques. Participants will learn how to apply coaching methodologies to develop leadership potential, which is vital during a crisis when strong leadership is essential to steer organizations towards success.

Group Coaching and Team Development: A key aspect of business continuity is ensuring the collaboration and performance of teams during crises. This module explores group coaching techniques to strengthen team dynamics and improve performance, helping leaders guide their teams effectively during difficult times.

Mentoring in a Corporate Environment: This module addresses the nuances of mentoring in a corporate setting, particularly during crises. Participants will learn how to mentor individuals through change and uncertainty, fostering resilience and growth in both teams and individuals.

Advanced Coaching Skills for Managers: Building on previous coaching modules, this module focuses on advanced techniques for managing and coaching in high-pressure environments. It equips participants with the tools needed to lead with empathy, strategic foresight, and effective communication.

Conclusion

The Executive Mini Master in Crisis and Business Continuity Strategies provides leaders with essential skills to not only manage crises but to lead organizations to thrive through adversity. By combining core crisis management strategies with advanced coaching and mentoring skills, participants will be well-prepared to respond effectively to both expected and unforeseen challenges. This course is not just about surviving a crisis; it’s about emerging stronger and more resilient than before.

The integration of practical case studies, leadership development, and in-depth mentoring techniques ensures a holistic approach to crisis and business continuity. This course equips professionals with the strategic foresight and leadership capabilities necessary to handle any challenge and safeguard the long-term success of their organizations.

This program is ideal for those looking to enhance their expertise in managing crises while improving their capacity to mentor and lead teams effectively during challenging times.

Objectives

The objectives are:

To equip participants with a deep understanding of crisis management principles and business continuity strategies.
To enhance leadership capabilities, especially during high-pressure situations and crises.
To develop advanced coaching and mentoring skills, enabling professionals to guide teams through challenges.
To provide practical tools for evaluating the effectiveness of crisis response strategies and leadership development initiatives.
To prepare participants to create actionable business continuity plans that minimize disruptions and ensure operational resilience.

Who Should Attend?

This course aims at:

Senior executives and managers responsible for risk management, business continuity, or crisis response.
Professionals in leadership roles seeking to improve their crisis management and team leadership abilities.
HR professionals, coaches, and mentors interested in developing skills for coaching in high-stakes environments.
Individuals seeking to transition into leadership roles with a focus on crisis management and organizational resilience.

Training Method

• Pre-assessment
• Live group instruction
• Use of real-world examples, case studies and exercises
• Interactive participation and discussion
• Power point presentation, LCD and flip chart
• Group activities and tests
• Each participant receives a 7” Tablet containing a copy of the presentation, slides and handouts
• Post-assessment

Program Support

This program is supported by:
* Interactive discussions
* Role-play
* Case studies and highlight the techniques available to the participants.

Daily Agenda

Each course agenda will be as follows:
• Technical Session 08.30-10.00 am
• Coffee Break 10.00-10.15 am
• Technical Session 10.15-12.15 noon
• Coffee Break 12.15-12.45 pm
• Technical Session 12.45-02.30 pm
• Course Ends 02.30 pm

Part 2 / 7

Introduction to Coaching and Mentoring

Day 1:
Foundations of Coaching and Mentoring

Key definitions and distinctions between coaching and mentoring.
Overview of prominent coaching models (e.g., GROW, OSKAR).
Introduction to mentoring frameworks and their applications.
Ethical guidelines and confidentiality protocols.


Day 2:
Emotional Intelligence and Communication Skills

Understanding emotional intelligence and its role in building rapport.
Techniques for active listening and empathetic communication.
Crafting powerful questions to stimulate reflection and insight.
Non-verbal cues and body language in coaching/mentoring sessions.


Day 3:
Designing Effective Coaching Plans

Setting SMART goals and aligning them with organizational objectives.
Using assessment tools to identify strengths and areas for improvement.
Developing action plans based on client needs and aspirations.
Monitoring progress and adjusting strategies dynamically.


Day 4:
Mentoring for Diversity and Inclusion

The role of mentoring in promoting workplace diversity.
Strategies for creating inclusive mentoring partnerships.
Addressing unconscious bias in mentoring relationships.
Case study analysis: Successful diversity-focused mentoring programs.


Day 5:
Evaluation and Continuous Improvement

Methods for gathering feedback from coachees and mentees.
Metrics for assessing the impact of coaching and mentoring initiatives.
Reflective practice and self-assessment for practitioners.
Trends shaping the future of coaching and mentoring globally.

Part 3 / 7

Coaching for Leadership Development

Day 1:
Foundations of Coaching for Leadership Development

Introduction to leadership coaching: Definitions, scope, and relevance.
Overview of key coaching models (GROW, CLEAR, OSKAR).
Understanding leadership competencies and their alignment with coaching goals.
Ethical guidelines and professional standards in coaching.


Day 2:
Building Emotional Intelligence Through Coaching

Exploring the components of emotional intelligence (self-awareness, self-regulation, empathy).
Techniques for enhancing emotional intelligence in leaders.
Role-playing exercises to practice active listening and empathy-building.
Case studies highlighting successful EI-focused coaching initiatives.


Day 3:
Designing Effective Coaching Plans

Assessing individual and organizational needs through diagnostic tools.
Setting SMART goals within coaching frameworks.
Creating tailored coaching plans for diverse leadership styles.
Measuring progress and adjusting strategies based on feedback.


Day 4:
Addressing Complex Leadership Challenges

Navigating conflict resolution and difficult conversations through coaching.
Strategies for fostering inclusivity and diversity in leadership teams.
Crisis management and decision-making under pressure.
Group activity: Solving simulated leadership dilemmas using coaching techniques.


Day 5:
Sustaining Leadership Growth and Impact

Embedding coaching practices into organizational culture.
Leveraging technology and digital tools for remote coaching.
Developing long-term sustainability plans for leadership development.
Final reflections and presentation of personalized action plans.

Part 4 / 7

Group Coaching and Team Development

Day 1:
Foundations of Group Coaching and Team Development

Overview of group coaching and its role in organizational success.
Key theories and models: Tuckman’s stages of group development, Belbin’s team roles, and Lencioni’s five dysfunctions.
Principles of adult learning and their application in group settings.
Establishing clear objectives and expectations for group coaching initiatives.


Day 2:
Assessing Team Dynamics and Diagnosing Needs

Tools and techniques for assessing team performance and dynamics (e.g., SWOT analysis, team surveys).
Identifying strengths, weaknesses, and opportunities for growth within teams.
Understanding the impact of leadership styles on team behavior and outcomes.
Case study analysis: Lessons from successful team development programs.


Day 3:
Facilitating Effective Group Coaching Sessions

Structuring and planning group coaching sessions for maximum impact.
Techniques for fostering engagement and participation in group settings.
Managing group dynamics: Addressing resistance, conflict, and disengagement.
Practical exercise: Role-playing a group coaching session with feedback.


Day 4:
Building High-Performing Teams

Strategies for enhancing communication and collaboration within teams.
Promoting psychological safety and trust as cornerstones of team success.
Leveraging diversity and inclusion to drive innovation and creativity.
Developing action plans for sustained team improvement.


Day 5:
Measuring Impact and Navigating Challenges

Metrics and evaluation frameworks for assessing the effectiveness of group coaching.
Addressing common challenges: Overcoming resistance, managing expectations, and ensuring accountability.
Ethical considerations in group coaching and team development.
Final project: Participants present a customized team development plan based on course learnings.

Part 5 / 7

Mentoring in a Corporate Environment

Day 1:
Foundations of Mentoring

Overview of mentoring: Definitions, types, and importance.
Key theories: Kram’s Mentor Role Theory and the GROW Model.
Aligning mentoring programs with organizational goals.
Identifying stakeholders and securing buy-in.


Day 2:
Designing Effective Mentoring Programs

Steps to design a structured mentoring program.
Criteria for selecting mentors and mentees.
Matching processes and avoiding common pitfalls.
Setting SMART goals for mentoring relationships.


Day 3:
Building Strong Relationships

Communication skills for effective mentoring.
Techniques for active listening and empathy.
Managing difficult conversations and conflicts.
Fostering trust and psychological safety.


Day 4:
Advanced Coaching Techniques

Applying the GROW Model in mentoring sessions.
Using feedback loops for continuous improvement.
Encouraging self-reflection and accountability.
Motivating mentees toward sustained growth.


Day 5:
Evaluation and Compliance

Metrics for measuring mentoring program success.
Tools for collecting and analyzing data.
Ethical considerations in mentoring relationships.
Ensuring compliance with diversity and inclusion policies.

Part 6 / 7

Advanced Coaching Skills for Managers

Day 1: Foundations of Advanced Coaching

Review of Core Coaching Principles: Recap of key coaching concepts, including active listening, empathy, and building rapport.
Exploring Advanced Coaching Models: Introduction to GROW, Appreciative Inquiry, and NLP coaching models, and their applications in various leadership scenarios.
Powerful Questioning Techniques: Deep dive into the art of asking powerful questions to uncover root causes, identify solutions, and unlock employee potential.
Building Trust and Rapport: Strategies for establishing strong coach-client relationships, including active listening, empathy, and demonstrating genuine care.

Day 2: Coaching for High Performance

Setting SMART Goals: Guiding employees in setting ambitious yet achievable goals aligned with organizational objectives.
Overcoming Performance Barriers: Identifying and addressing common performance challenges, such as lack of motivation, procrastination, and fear of failure.
Developing Self-Awareness: Utilizing coaching techniques to enhance employee self-awareness, including strengths, weaknesses, values, and career aspirations.
Accountability and Commitment: Strategies for fostering accountability and commitment to achieving goals, including regular check-ins and progress reviews.

Day 3: Providing Constructive Feedback

The Art of Giving and Receiving Feedback: Principles of giving and receiving constructive feedback effectively, minimizing defensiveness and maximizing learning.
Developing a Feedback Culture: Creating a psychologically safe environment where feedback is valued, sought, and given constructively.
Addressing Difficult Conversations: Strategies for navigating challenging conversations, such as addressing poor performance, managing conflict, and delivering difficult news.
360-Degree Feedback: Understanding the value of 360-degree feedback and how to effectively utilize it for employee development.

Day 4: Coaching Through Change and Transitions

Leading Change Effectively: Guiding teams through organizational change, including mergers, acquisitions, and restructuring.
Building Resilience and Adaptability: Coaching techniques for helping employees develop resilience, cope with stress, and adapt to new challenges.
Managing Career Transitions: Supporting employees in navigating career transitions, such as job changes, promotions, and career shifts.
Developing Leadership Presence: Enhancing leadership presence through effective communication, body language, and emotional intelligence.

Day 5: Integrating Coaching into Daily Management

Creating a Coaching Culture: Strategies for fostering a coaching culture within the organization, starting with individual teams.
Integrating Coaching into Daily Interactions: Practical tips for incorporating coaching principles into everyday management tasks, such as team meetings, performance reviews, and one-on-one conversations.
Developing a Personal Coaching Plan: Creating a personalized coaching plan to continue professional development and apply coaching skills beyond the program.
Action Planning and Next Steps: Developing actionable plans to implement coaching skills within the workplace and address specific leadership challenges.

Executive Mini Masters
Thesis

Final Paper: 15,000 - 20,000 Words