Course: How to Build Relationships with Senior Management

Course Title
Building Strategic Rapport: Practical Programme for Engaging Senior Management

Target audience (randomised)
Emerging leaders and frontline managers who are stepping into more strategic-facing roles — ideal for HR managers and project leads across Sydney, Melbourne and Brisbane offices.

Preferred duration and format (randomised)
Three 2-hour live virtual workshops (3×2-hour), supported by one half-day face-to-face masterclass (optional), plus two weeks of micro-learning follow-up and a 6-week action-learning assignment.

Delivery mode (randomised)
Hybrid delivery — live virtual sessions for core content, an in-person masterclass for roleplay and high-impact practice, and digital follow-up for reinforcement.

Commercial constraint
$495 per person (inc. GST) for the core 3×2-hour virtual programme; additional half-day face-to-face masterclass available for an extra fee. Minimum cohort size: 8 participants; we can scale to cohorts across Parramatta, Geelong and Canberra.

Overview and rationale
There’s a simple truth most workplaces forget: relationship capital is a business asset. Yet too many capable managers treat senior engagement like networking for its own sake rather than a strategic capability. This programme reframes rapport-building as a measurable leadership skill: aligning priorities, reducing friction, influencing decisions — not brown‑nosing.

A statistic to anchor the need: globally, employee engagement sits low — Gallup reports only around 21% of employees are engaged at work. Low engagement often reflects poor strategic alignment and weak upward communication; this course helps fix that. (See Sources & Notes.)

Two practical, slightly contentious opinions up-front:
- Volunteering for visible, high-profile work is still the fastest path to meaningful exposure. Not everyone will like that — but it works.
- Being visible doesn’t necessarily equal favouritism; done with professionalism it signals leadership intent and capability.

Learning outcomes (measurable)
By the end of the programme, participants will be able to:
1. Map the key senior stakeholders in their organisation and articulate each leader’s strategic priorities in a one-page brief.
2. Tailor messages to senior leaders’ communication preferences and reduce meeting time for decision-making by at least 20% (target metric for project sponsors).
3. Demonstrate three high-impact influence techniques (evidence-based), each applied in a roleplay and scored against a rubric.
4. Produce and present a 5-minute “strategic contribution” pitch — aligned to organisational KPIs — and secure a defined next-step commitment from a senior stakeholder.
5. Create a six-week action plan with measurable checkpoints and manager-observed behaviours.

Pre-work (to be completed one week before session 1)
- Stakeholder mapping template: identify up to 6 senior leaders, list their portfolios and inferred priorities.
- Short reflective survey (10 mins): current challenges when engaging seniors.
- A one-page “contribution snapshot” draft: what do you most want senior leaders to notice?

Module breakdown and timing (session-level detail)

Session 1 — Foundations: Understanding senior management (2 hours)
Learning objectives
- Understand leadership mindsets and priorities.
- Decode corporate culture and communication styles.
Structure and activities
- 10 mins: Quick opener — ‘what matters to your execs?’ (poll)
- 20 mins: Mini-lecture — strategic priorities vs operational tasks (facilitator-led, interactive).
- 25 mins: Activity — decode real leadership communications (participants analyse sanitized exec messages and infer intent).
- 25 mins: Stakeholder mapping workshop (breakouts): build one‑page profiles.
- 20 mins: Discussion — power dynamics and informal networks; share examples from Australian workplaces (Sydney head office, Melbourne hub experiences).
- 20 mins: Reflection and action: refine pre-work contribution snapshot.
Facilitator notes
- Bring three real executive communications (eg. a CEO email, a board memo, a strategic plan extract) — anonymised.
- Emphasise empathy: leaders have different pressures.
Materials
- Stakeholder mapping template, corporate culture checklist, quick-reference guide for communication styles.

Session 2 — Communication strategies and credibility (2 hours)
Learning objectives
- Craft concise, value-focused messages.
- Build credibility through delivery, evidence and discretion.
Structure and activities
- 15 mins: Micro-lecture — the architecture of an executive brief (5/3/1 minute formats).
- 30 mins: Exercise — rewrite a long status report into a single-page executive brief (pair work).
- 30 mins: Active listening clinic — participants practice asking thoughtful, strategic questions; peer feedback.
- 25 mins: Confidentiality and discretion roleplay — dealing with sensitive information.
- 20 mins: Commitments and accountability: how to demonstrate reliability and follow-up.
Facilitator notes
- Teach the 5/3/1 rule: 5‑minute context, 3‑minute insight, 1‑minute ask.
- Reinforce owning mistakes — quick case study: a project lead who escalated early and saved the quarter (generic, anonymised).
Materials
- Executive brief templates, feedback rubrics for active listening.

Session 3 — Influence, visibility and high-impact work (2 hours)
Learning objectives
- Use influence techniques ethically.
- Plan for visibility through high-profile projects and networks.
Structure and activities
- 15 mins: Short talk — influence without authority: techniques that hold up in Australian culture.
- 30 mins: Roleplay 1 — pitching a short strategic idea to a senior leader (use rubric).
- 30 mins: Roleplay 2 — negotiating resources for a high-profile project.
- 20 mins: Networking game — targeted visibility without oversharing; plan for events and conferences.
- 25 mins: Peer coaching — commit to a high-profile volunteer activity and build an accountability checklist.
Facilitator notes
- Encourage candidates to volunteer for projects thoughtfully; not all visibility is equal.
- Address the myth: being visible = favoured. Discuss governance and sponsorship models that guard fairness.
Materials
- Influence techniques short-cards, roleplay scripts, networking checklist.

Optional face-to-face masterclass — Application and assessment (half-day)
Purpose
- Practise high-stakes roleplays, receive live coaching, and present final contribution pitches to a panel of senior advisers (simulated).
Structure
- 2 hours: Intensive roleplay rotations (each participant 20 mins).
- 1 hour: Presentation clinic — 5-minute strategic pitch to panel.
- 1 hour: Feedback debrief and next-step planning.
Assessment
- Each participant receives a scored performance rubric and a development plan with three priority behaviours.

Assessment and measurement strategy (randomised & practical)
Pre-program measures
- Baseline survey: confidence engaging senior management (Likert), current frequency of upward communication, manager’s rating of participant’s visibility.
Formative assessment
- Roleplay rubrics scored live (communication clarity, strategic alignment, influence ethics).
- Peer feedback logs.
Summative assessment
- Post-program survey (same metrics), manager observation checklist at 6 weeks, and a short senior stakeholder feedback form where possible.
Key performance indicators (KPIs)
- Target: 80% of participants show a measurable improvement in “clarity of message” score on rubric.
- Target: 50% of participants secure at least one follow-up meeting with a senior stakeholder within 6 weeks.
- Optional ROI proxy: estimate time-to-decision reduction for proposals participants lead (baseline vs 6-week).

Practical constraints and logistics
- Minimum cohort size 8; maximum 20 for optimal interaction.
- Delivery tech: Zoom for virtual sessions; interactive whiteboard (Miro) for stakeholder maps; LMS for micro-learning.
- Budget inclusive of all digital materials: $495 inc. GST; travel & venue for face-to-face masterclass billed separately.
- Accessible design: all materials provided in accessible PDF, transcripts for recorded micro-learning.

Trainer competencies and facilitator notes
- Trainers must have senior leadership experience and practical coaching skills; ideally ex-senior execs or experienced facilitators.
- Two facilitators: one lead trainer and one executive coach/observer for roleplays.
- Brief trainers to avoid generic platitudes; use tangible, Australian workplace examples — including parliamentary-style meeting norms in Canberra, cross-state stakeholder etiquette across Perth and the eastern states.

Content snippets and learning aids (examples)
- One-page executive brief template (with prompts: what matters now, one insight, risk & ask).
- Listening prompt card: “What I heard, why it matters, what we can do.”
- Influence technique quick-cards: reciprocity, framing, normative evidence, small wins.
- Confidentiality checklist and dos/don’ts for social settings and conferences.

Case studies and scenarios (Australian context)
- Scenario A: A program manager in a Melbourne public sector agency needs to brief a new director about budget reprioritisation — practice concise value framing and deliverables.
- Scenario B: A product owner in a Sydney fintech wants a 3-month extension for a roadmap feature — roleplay negotiating with minimal escalation.
- Scenario C: Cross-border matrix lead coordinating between Brisbane operations and Perth technical teams — practise informal network leverage.

One practical suggestion to improve the topic (opinion)
- Senior leaders should run reverse-mentoring moments — a 15-minute “what I need from you” slot in town-halls. That would change the dynamic faster than another email cascade. Simple. Radical.

Follow-up and reinforcement (6-week plan)
Week 0: Complete pre-work; stakeholder maps submitted for coach review.
Weeks 1–3: Attend 3×2-hour sessions; complete micro-learning modules (10–15 mins each).
Week 4: Peer coaching check-in; one facilitated micro-group to review action plans.
Week 6: Conduct manager-observed interaction or present to a real or simulated senior stakeholder; submit evidence.
Week 8: Final reflection and scorecard; certificate issued for completion.

Measurement of long-term impact
- 3-month pulse survey for participants and their managers.
- Optional 6-month ROI review: track career movement, promotion rates, project approval velocity.
- Qualitative interviews with two senior stakeholders per cohort to validate behavioural change.

Materials and participant takeaways
- Course workbook with templates and reflection prompts.
- One-page stakeholder profile template (fillable).
- Executive brief and meeting script templates.
- Roleplay feedback rubrics and personal development plan.

Risks and mitigations
Risk: Participants confuse visibility with favouritism.
Mitigation: Clear governance discussion; emphasise transparency and measurable outcomes; encourage documented decisions and sponsorship records.
Risk: Senior leaders unavailable for follow-ups.
Mitigation: Train participants in building asynchronous engagement (concise briefs, recorded 3-minute updates) and in using proxies (sponsors, change champions).
Risk: Confidentiality lapses in networking situations.
Mitigation: Confidentiality checklist and scenario practice in the masterclass.

Evaluation rubric (sample)
- Clarity (0–4): message concise, outcome-focused.
- Strategic alignment (0–4): ties to KPIs, risk awareness.
- Influence ethics (0–4): balanced ask, no coercion.
- Listening & enquiry (0–4): questions demonstrate insight and curiosity.
- Professional discretion (0–4): appropriate handling of sensitive content.

Why this works (short justification)
This mix of practical templates, roleplay, and manager-observed application targets the three things senior management respects: clarity, consistency and constructive challenge. It’s not about charisma. It’s about reliable contribution. We blend theory with practice so participants leave with repeatable habits, not just best-intentions.

Recommended pre-read (short)
- One short executive communication paper (provided as PDF).
- A recent, relevant strategic extract from your own organisation (to be used in session 1).

Trainer brief (what to push)
- Push participants to ask the hard, strategic questions — not just “How can I help?” but “Which outcome matters most if we can only take one action?”
- Reinforce practice: real engagement happens in the room, at the event, between meetings. Coach for courage and good manners.

Sample session timeline (for the half-day masterclass)
- 09:00–09:15: Welcome and context setting.
- 09:15–10:45: Roleplay rotations (three rounds).
- 10:45–11:00: Break.
- 11:00–12:00: Presentation clinic and panel feedback.
- 12:00–12:30: Action planning and close.

Appendix: Templates included
- Stakeholder map (editable).
- Executive brief (5/3/1, 1-page).
- Roleplay script bank (6 scenarios).
- Manager observation checklist.
- Post-program pulse survey.

Final note (brief)
We run this programme with a practical, no-nonsense style — suited to Australian workplaces where results matter and time is short. It’s designed to change behaviour quickly, not to produce nice slides. If you want, we can tailor modules to a public sector cohort, a growth-stage startup, or a regulated environment in Perth.

Sources & Notes
Gallup. “State of the Global Workplace: 2023 Report.” Gallup, 2023. (Global employee engagement estimated at ~21%.) Full citation: Gallup Inc., State of the Global Workplace 2023, Gallup, 2023.

Deloitte Insights. “Global Human Capital Trends 2022.” Deloitte Development LLC, 2022. (Used to inform contemporary leadership and skills trends referenced in the programme design.)

Acknowledgements
We draw on decades of practical training experience and client engagements across Australia — from government departments in Canberra to commercial hubs in Sydney and Melbourne — to shape realistic scenarios and templates. We deliver materials with a focus on confidentiality and measurable outcomes.