Half-Day Leadership and Continuous Learning Sessions

Background & Objectives

Willis Towers Watson partnered with Impact Factory to deliver a two-part leadership development programme. Focused on leadership and continuous learning, it was designed to build confidence and capability in managing challenging conversations and leading with clarity. Delivered across two half-day, in-person sessions in January and June 2025, the programme was structured around leadership. It provided embedded and continuous learning – giving participants time to reflect, apply tools, and return to deepen their practice.

Key Objectives Included:

Increasing confidence in communication, leadership, and developing a mindset for continuous learning presence
Equipping managers to handle different personalities and difficult conversations
Providing practical tools for feedback, influence, and motivation
Offering space for reflection, peer learning, and skill-building

Programme Overview

The two half-day sessions were delivered in London. They blended experiential exercises, real-time coaching and practical frameworks centred on continuous learning and leadership.

The first session in January focused on foundational leadership strengths. Through storytelling exercises, participants reflected on proud moments and identified leadership qualities. These included resilience, empathy, and adaptability. They surfaced strengths that had supported them through organisational change.

We explored Bolton & Bolton’s Social Styles, helping participants understand and adapt to different communication preferences. We introduced frameworks for giving difficult feedback with clarity and care.

Follow Up

The June follow-up session built on this foundation. Participants engaged in a fast-paced group task to reflect on how clarity (or the lack of it) impacts team dynamics. Using John Adair’s Action-Centred Leadership model, we examined how effective leaders juggle task, team, and individual needs. We emphasised the role of continuous learning in these dynamics.

From there, we explored high-impact questioning techniques, including open, hypothetical, and scaling questions. We applied the GROW coaching model to real workplace challenges. The session concluded with a concise, high-impact messaging framework designed to influence and inspire action. This further fostered leadership alongside continuous learning.

Key Content Areas

Leadership storytelling and reflection
Social Styles for flexing communication
Feedback structures
Adair’s Task/Team/Individual leadership model
High-impact questioning and coaching
Influencing with clarity and emotion

Leadership Outcomes

Greater confidence in handling difficult and high-stakes conversations
Improved understanding of communication styles and team dynamics
Practical tools for feedback, coaching, and motivation
A stronger sense of self-awareness and leadership impact
Embedded learning with practical application between sessions, supporting continuous learning and fostering leadership capabilities

Next Steps

Participants left the programme with renewed clarity and practical tools to apply in the workplace. We look forward to continuing our partnership with Willis Towers Watson. We aim to support their leaders in building confident, resilient, and high-performing teams through fostering continuous learning alongside leadership initiatives.