The Effective Leader Program

Crew To Leader Supervisor Information

What is Crew to Leader 101?

Crew to Leader is a 6 module online program that helps emerging leaders understand the kind of leader they want to be and begin putting practical leadership behaviours into action at work.

Each module takes the participant approximately 30 minutes to complete, followed by opportunities to practise and embed the learning on the job.

Your Role as a Supervisor

You don’t need to teach the program or complete the modules yourself.

Your role is to help the participant connect what they are learning to the workplace by:

  • Asking about their key takeaways

  • Providing opportunities to practise

  • Observing changes in their behaviour

  • Offering feedback and encouragement

  • Checking that they are progressing through the program

Here’s What They Will Learn:

Crew to Leader is all about helping your crew build practical leadership skills they can use on the job even without a leadership title.

Across 6 online modules, they’ll learn more about themselves as a leader, how they impact the people around them and the everyday behaviours that help build a strong crew.

1. What kind of leader do you want to be?

They’ll learn: How they want to be known as a leader and the personal standards they want to set for themselves.

Look for: Greater awareness of how their behaviour affects others.

Support them by: Acknowledging when their actions reflect their chosen leadership standards and discussing where they could demonstrate them more consistently.

2. You don’t need a title to lead

They’ll learn: What good leadership looks like and how they can positively influence others without having a formal leadership title.

Look for: Confidence, positive influence and a willingness to support others.

Support them by: Recognising moments when they step up and suggesting appropriate opportunities to practise leading from where they are.

3. Create a positive impact on you and your crew

They’ll learn: How their attitude, actions and communication affect the people around them.

Look for: Clear communication, stronger teamwork and a positive contribution to the crew.

Support them by: Giving feedback on the impact they have on others and discussing how they could contribute more positively in different situations.

4. Leading by example

They’ll learn: How to demonstrate important standards across safety, accountability, communication and professionalism.

Look for: Reliability, consistency and behaviour that reflects the standards expected from others.

Support them by: Acknowledging when they set a strong example and identifying areas where their actions could better reflect the standards they expect.

5. Proactive leader

They’ll learn: How to take initiative, speak up, act early and take greater ownership.

Look for: Initiative, solution-focused thinking and increased confidence when stepping up.

Support them by: Creating appropriate opportunities to take ownership and providing feedback on how they approached the situation.

6. Setting goals for proactive leadership

They’ll learn: How to reflect on their progress and set a practical leadership goal to continue working towards.

Look for: Self-awareness, ownership of their development and continued application of their learning.

Support them by: Helping them choose a realistic goal and identifying opportunities to practise it in their day-to-day role.

How It Works

Throughout the program, they’ll use this process to turn what they’ve learned into practical leadership skills.

1. Identify the leadership skill or behaviour they want to focus on and develop.

2. Choose how they want to improve and what they would like to do differently.

3. Action their learning by practising the new skill in real situations at work.

4. Reflect on how it went, what worked well and what they could adjust or improve next time.

Then, keep practising and reflecting until the skill becomes part of how they lead.

From there, they’ll identify what they want to work on next and keep building their leadership toolkit.

How You’ll Support Them

Regular, informal check-ins will help the participant stay on track and put their learning into practice.

These conversations don’t need to be long or formal. You could ask:

  • What was your biggest takeaway?

  • How could you apply that at work?

  • Have you had an opportunity to practise it?

  • What went well?

  • What did you find challenging?

  • What would you do differently next time?

  • What would you like to focus on next?

The goal is to help the participant turn their learning into everyday leadership behaviour.

Where to Direct Participants for Support

Participants may come to you with questions throughout the program. Where you direct them will depend on the type of support they need.

Support From You As Their Supervisor

You can help participants apply their learning in the workplace. This may include talking through real situations, suggesting ways to practise new skills and providing feedback on their progress.

You’re not expected to teach the course or have all the answers.

Your People & Culture Team

Direct them to your organisation’s People & Culture team if they’re falling behind their agreed learning schedule, need to discuss their participation or timelines, or are experiencing login or access issues.

Our Crew to Leader Program Support

Direct them to the Lead with Purpose team if they need help understanding the course content, completing a module or activity or answering questions about the program.

crewtoleader@leadwithpurpose.com.au

Crew To Leader Supervisor Information

Frequently Asked Questions

  • No. You aren’t expected to complete or teach the program. The module overview on this page gives you the information you need to support the participant.

  • Your role is to help the participant apply their learning at work. You can do this by checking in, creating opportunities to practise and providing feedback on what they’re doing well and where they can improve.

  • Have a brief conversation after each module or during each swing. Check-ins don’t need to be formal or lengthy. A few thoughtful questions can be enough.

  • Be specific about what you observed. Acknowledge what worked well, explain where they could improve and suggest how they could approach a similar situation next time.

    You could ask:

    • What was your biggest takeaway?

    • How could you apply that here at work?

    • Have you had an opportunity to practise it?

    • What went well?

    • What would you do differently next time?

  • You’re not expected to have all the answers. For questions about the course content or activities, direct them to the Lead with Purpose team at crewtoleader@leadwithpurpose.com.au

  • Start by asking what is getting in the way. If they need to discuss their learning schedule or participation, or are experiencing login or program access issues, direct them to your organisation’s People & Culture team.

  • TBC