| All rights reserved.© 2001 - 2008 Mubita C. Nawa Management Consultancy & Why Not? Motivational Speakers |
Leadership Bootcamp for Executives
| "Life is a great big canvas, and you should throw as much paint on it if you can." Danny Kaye |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
| |
 |
What Do Executives Need?
Are you tired of general conferences for your executives? Would you like to see an improvement in the way
they conduct meetings, make presentations, motivate people and the way they do business?
Well look no further. Mubita Nawa is a renowned one-on-one trainer and life coach. He has so far spent
countless hours with CEO's, Managing Directors, Human Resource Managers, Chief Financial Officers and
many other senior managers in Operations, Customer Service, and Legal departments.
You do not need to send your executives to another retreat. Not yet at least. Let Mubita C. Nawa orient your
executives to Leadership Bootcamp for Executives. This program does not promise. It delivers results.
Are you tired of general conferences for your executives? Would you like to see an improvement in the way
they conduct meetings, make presentations, motivate people and the way they do business?
Well look no further. Mubita Nawa is a renowned one-on-one trainer and life coach. He has so far spent
countless hours with CEO's, Managing Directors, Human Resource Managers, Chief Financial Officers and
many other senior managers in Operations, Customer Service, and Legal departments.
You do not need to send your executives to another retreat. Not yet at least. Let Mubita C. Nawa orient your
executives to Leadership Bootcamp for Executives. This program does not promise. It delivers results.
LEADERSHIP BOOTCAMP FOR EXECUTIVES (LBFE)
The Roadmap for The Development Of A Servant Leader
(Concept Paper Executive Summary)
Our experience supported by literature on leadership show that the “big person” approach to leadership has
collapsed. The big person approach assumed that the leader knows all and has all. The leader has special
attributes that have been thrust upon them. This approach argued that “Leaders are born and not made”.
Recent experiences and studies however, show that successful organizations and communities are a function
of good leaders. Good leaders are growingly concerned about the future of their organizations, communities
and countries. They are not satisfied with the now but are motivated by what the future will look like. They
work to create the future by creating a vision of the future. They enlist the support of the followers, the
citizens and key stake holders and pursue their vision with relentless passion, commitment and energy.
The ten principles suggested by Madi,P.M, (2000) in his book “Leadership Lessons from Emperor Shaka
Zulu the Great” are instructive for the leadership qualities that LBFE wishes to instill for a
developmental winning team of leadership experience. These principles of leadership are
“Building a sense of mission; Mission is more important than convention; To be a conqueror be
apprenticed to a conqueror Lead the charge form the front; Build fanatical teams;’ Be a good
strategist or get one; Go where angels fear to tread; Know the battlefield better than the enemy;
Be obsessed with world class technology; Never believe your own PR.”
DOWNLOAD THE REST OF THE CONCEPT PAPER ON LEADERSHIP BOOTCAMP FOR EXECUTIVES- M C NAWA
The Roadmap for The Development Of A Servant Leader
(Concept Paper Executive Summary)
Our experience supported by literature on leadership show that the “big person” approach to leadership has
collapsed. The big person approach assumed that the leader knows all and has all. The leader has special
attributes that have been thrust upon them. This approach argued that “Leaders are born and not made”.
Recent experiences and studies however, show that successful organizations and communities are a function
of good leaders. Good leaders are growingly concerned about the future of their organizations, communities
and countries. They are not satisfied with the now but are motivated by what the future will look like. They
work to create the future by creating a vision of the future. They enlist the support of the followers, the
citizens and key stake holders and pursue their vision with relentless passion, commitment and energy.
The ten principles suggested by Madi,P.M, (2000) in his book “Leadership Lessons from Emperor Shaka
Zulu the Great” are instructive for the leadership qualities that LBFE wishes to instill for a
developmental winning team of leadership experience. These principles of leadership are
“Building a sense of mission; Mission is more important than convention; To be a conqueror be
apprenticed to a conqueror Lead the charge form the front; Build fanatical teams;’ Be a good
strategist or get one; Go where angels fear to tread; Know the battlefield better than the enemy;
Be obsessed with world class technology; Never believe your own PR.”
DOWNLOAD THE REST OF THE CONCEPT PAPER ON LEADERSHIP BOOTCAMP FOR EXECUTIVES- M C NAWA
Coaching Core Competencies
The following eleven core coaching competencies were developed to support greater understanding about
the skills and approaches used within today's coaching profession as defined by the ICF (International
Coaching Federation).
These competences will support you in calibrating the level of alignment between the coach-specific training
expected and the training you have experienced.
The core competencies are grouped into four clusters according to those that fit together logically based on
common ways of looking at the competencies in each group. The groupings and individual competencies are
not weighted - they do not represent any kind of priority in that they are all core or critical for any competent
coach to demonstrate.
A. SETTING THE FOUNDATION
Mubita C. Nawa
LIFE COACH
The following eleven core coaching competencies were developed to support greater understanding about
the skills and approaches used within today's coaching profession as defined by the ICF (International
Coaching Federation).
These competences will support you in calibrating the level of alignment between the coach-specific training
expected and the training you have experienced.
The core competencies are grouped into four clusters according to those that fit together logically based on
common ways of looking at the competencies in each group. The groupings and individual competencies are
not weighted - they do not represent any kind of priority in that they are all core or critical for any competent
coach to demonstrate.
A. SETTING THE FOUNDATION
- 1. MEETING ETHICAL GUIDELINES AND PROFESSIONAL STANDARDS
2. ESTABLISHING THE COACHING AGREEMENT
- 3. ESTABLISHING TRUST AND INTIMACY WITH THE CLIENT
4. COACHING PRESENCE
- 5. ACTIVE LISTENING
6. POWERFUL QUESTIONING
7. DIRECT COMMUNICATION
- 8. CREATING AWARENESS
9. DESIGNING ACTIONS
10. PLANNING AND GOAL SETTING
11. MANAGING PROGRESS AND ACCOUNTABILITY
Mubita C. Nawa
LIFE COACH