Every organization faces the same fundamental question: what kind of leaders do we need today? Not in abstract terms, but in relation to context, strategy, and the culture in which teams operate.
At The Tipping Point, we have a clear perspective on this. We start from the scientific framework developed by Gary Yukl, which describes what leaders actually do. He distinguishes four leadership roles: task-oriented, relationship-oriented, change-oriented, and external leadership.
The real question, of course, lies in how leaders bring these four roles to life in their day-to-day practice. That is exactly where Conversational Leadership comes into play. Whether it’s about planning, delegating, motivating, or guiding change, it all comes down to conversations. Not isolated conversations, but a fundamental leadership style in which dialogue becomes a lever for engagement, collaboration, and performance.
That’s why we translate each of these roles into the specific skills and conversations leaders need. Our leadership programs are built from this concrete translation—from theory to everyday leadership practice.
To bring our leadership vision to life, we use the metaphor of the mountain guide. A leader is like a guide on a mountain expedition. To take everyone along, they master three types of conversations:
In a five-day journey, we bring all these building blocks together into one powerful whole, covering every level of leadership. Depending on the objective, we can also design shorter programs, starting from a minimum of two days.
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1. Setting the scene (60 to 180minutes, online training)
Before we get started, you meet your trainer and the other participants. At the same time, we introduce the program, our methodology, and the scientific framework. You will know what we expect from you—and we will understand your expectations as well.
This session not only increases psychological safety, but also creates clarity.
After this session:
2. Understanding yourself and your role (one) (full day, classroom training)
On this first day, you take a deeper look at your role as a leader: what leadership means to you, where you stand today, and the impact you want to make.
We map out your leadership profile and immediately link it to your day-to-day practice.
After this session:
3. Providing clear direction as a leader (Two) (full day, classroom training, half day with simulation actor)
After the focus on self-reflection on Day 1 (One), today we build your communication skills in one-on-one situations (Two).
How do you provide clarity as a leader without losing connection? We work on push communication: task-oriented leadership, giving feedback, and preparing conversations effectively.
After this session:
4. Coaching leadership (two) (full day, classroom training, half day with simulation actor)
After focusing on directing (push) on Day 2, today is about guiding and supporting (pull).
How do you, as a leader, support the growth of your people? We explore how motivation works—for yourself and for others—and how coaching skills foster ownership and development in one-on-one conversations.
After this session:
5. Leadership under pressure (two) (full day, classroom training, half day with simulation actor)
On day 4, we remain in the context of one-on-one conversations, but shift the focus to more challenging situations.
How do you lead conversations when stress increases, behavior changes, or resistance emerges?
After this session:
6. Building a high-performing team culture (many) (full day, classroom training, half day with simulation actor)
After four days focused on individual interactions (One & Two), the final day shifts attention to the team as a whole (Many).
How do you, as a leader, create an environment where people feel safe to speak up, take risks, and contribute to the bigger picture?
After this session:
7. Follow-up day (half-day, classroom training, 3 to 6 months after last session)
A follow-up day ensures that you can apply the insights and skills taught to your workplace on a permanent basis. Depending on your specific goals and organisational culture, this moment can take different forms, ranging from an intervision moment to a follow-up, exercise or presentation.
We developed the leadership programme Conversational Leadership from various best practices at various customers. It goes without saying that you can add your own accents or seek more depth. This can be done in two ways.
Firstly, you can choose other learning formats, both synchronous (follow-up sessions, simulations, classroom training, coaching, etc.) and asynchronous (digital Learning Boosters, learning labs, customised booklet).
Secondly, you can add more depth around specific themes. Think about communicating with impact, focus management, emotional intelligence, presenting with impact, coaching skills and more.
This training can be used perfectly as a plug and play training, but can just as well be part of a Learning Journey. Below are a few examples that you can use to increase the effect of the training:
5-day blended traject
For all professionals who want a ‘taste’ of ‘leading’ or who have just stepped into a people leader role.
You don’t build a strong culture of dialogue with a one-size-fits-all approach. To make dialogue work effectively within organizations, we offer various formats tailored to different needs and situations. These tools help strengthen skills, drive change, and achieve learning objectives. Discover how our formats contribute to impact and sustainable results.
There are currently no events in French. By clicking on the button below, you can consult the events organised in Dutch.