Shared direction
Leaders understand what good leadership means in your organisation.
LEADERSHIP ACADEMY
Eight modules. One clear path.
Learn the skills. Use them at work.
An academy with Uroš Kozina that connects core leadership skills, practical application and AI. Built around the situations your leaders face every day.
Let's talkFOR ORGANISATIONS
One programme.
Shared goals.
Give leaders a common understanding of what good leadership looks like in your organisation.
Eight modules, real workplace challenges and regular progress reviews connect learning with everyday behaviour.
Workplace practice
Between modules, they try new behaviours in real conversations, delegation and decisions.
Visible progress
Agreed indicators help us review application and build on what makes a difference.
ACADEMY STRUCTURE
A clear structure. Your business context.
Each module builds on the last. Between sessions, leaders apply the learning, get feedback and bring their experience into the next conversation.
Leadership mindset
Clarify your role, recognise habits that limit team autonomy and choose one change in how you work.
Learning outcomes and practical output
- Distinguish the responsibilities of a leader, an expert and a team.
- Recognise behaviours that unintentionally take over other people's work.
- Choose a change that supports your people's autonomy.
You take away: A personal agreement on your leadership role and first behaviour change.
In practice
Clarify what you need to decide and what you can delegate.
One-to-one conversations
Prepare a conversation about priorities, progress and obstacles, and close it with a clear agreement on the next step.
Learning outcomes and practical output
- Prepare the purpose and questions for a one-to-one.
- Listen to understand the person's obstacles and expectations.
- End with a clear owner, deadline and next review.
You take away: A one-to-one conversation template and a delivery plan.
In practice
Practise questioning, listening and summarising agreements in a simulation.
Team priorities and results
Turn a goal into priorities, responsibilities and progress reviews without micromanaging.
Learning outcomes and practical output
- Translate a goal into priorities and execution criteria.
- Clarify responsibilities and decision-making authority.
- Build a review rhythm that supports autonomy.
You take away: A plan for one team priority, with responsibilities and progress reviews.
In practice
Define the owner, authority and success criteria for a real team task.
A feedback culture
Give specific feedback on behaviour and its impact, and make room for the other person's response.
Learning outcomes and practical output
- Separate observed behaviour from your interpretation.
- Explain the impact and explore the other person's perspective.
- Practise receiving feedback and agreeing on a next step.
You take away: Prepared feedback for a real situation.
In practice
Practise a conversation about a real success or performance gap.
Leading change
Explain the purpose of a change, check the team's understanding and agree the first achievable steps.
Learning outcomes and practical output
- Explain why the change matters and what it means for the team.
- Recognise questions and different reactions.
- Agree the first steps and how to review execution.
You take away: A change communication plan and the team's first actions.
In practice
Prepare a team conversation about a specific change.
Managing time and energy
Distinguish urgent from important, protect time for people leadership and redesign a recurring commitment.
Learning outcomes and practical output
- Assess commitments against leadership priorities.
- Recognise interruptions and tasks you can delegate.
- Protect time for people, preparation and recovery.
You take away: A revised weekly plan with a clear decision on what to stop or delegate.
In practice
Review your working week and decide what to stop, delegate or schedule differently.
Adaptive leadership
Assess how much direction and support someone needs for a specific task, then adapt your conversation and follow-up.
Learning outcomes and practical output
- Check the person's experience and needs for a specific task.
- Adapt the level of direction and support.
- Decide how to adjust your approach as they progress.
You take away: Two different support plans for people working on a specific task.
In practice
Compare two people doing the same task and design different approaches.
Leadership with AI
Use AI to prepare, simulate and critically review a leadership conversation, while defining which judgements and decisions remain yours.
Learning outcomes and practical output
- Write an AI prompt with a purpose, context and constraints.
- Try a conversation scenario and critically review the suggestions.
- Prepare your own plan and define data boundaries and accountability.
You take away: A repeatable AI workflow and a prepared leadership conversation.
In practice
Prepare a conversation scenario from your own situation, review AI suggestions and create an action plan.
LEADERSHIP WITH AI
AI in leadership practice.
We use AI to prepare and simulate conversations, explore options and test suggestions. The leader remains responsible for judgement, relationships and decisions.
AN EXPERIENTIAL ACADEMY
Practise before it matters.
Each module combines a useful approach with experience and rehearsal. Leaders practise on their own situations, receive feedback and try a different response.
Between sessions, they put it to work: a conversation, a delegated task or a new way to review progress. The next module starts with what happened and what they learned.
Starting point and goal
A discussion with the client, development priorities and, where useful, a competency assessment. We agree how progress will be recognised.
Support between modules
Practical tools, paired work, reinforcement sessions or individual coaching. We choose the combination that supports application in your environment.
Keep the progress going
A review of application, personal development plans and agreement on follow-up. The organisation receives an agreed overview of delivery and shared development priorities.
PROGRESS
Beyond the workshop. Into everyday leadership.
We agree the behaviours to develop and how to review them. For delegation, that might mean clearer ownership. For conversations, a useful structure and consistent follow-through.
We distinguish participant reactions, skills demonstrated in practice and workplace application. When reviewing business indicators, we also consider other organisational changes. We do not automatically attribute business results to the academy alone.
BEFORE WE BEGIN
Plan the programme.
How long does the academy take?
The timeline depends on the scope of the modules, leaders' availability and time for workplace practice. The proposal separates group sessions, independent work and additional support.
Do all eight modules have the same format?
No. We adapt the depth of each topic to the group's starting point. Leadership with AI is a core module and also supports preparation and reflection across other topics.
What is the role of leadership and HR?
They help define goals, support workplace application and review agreed changes. Before we begin, we also agree which progress information will be shared with the client.
Do leaders need prior AI knowledge?
During programme design, we check existing knowledge and the tools your organisation permits. We adapt the tasks so leaders can use the process in their own environment.
Build your leadership academy.
Start with the capabilities your leaders need most. We will shape the programme around them.
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