Leadership development
Leadership for shared risk is a practice that can be learned: framing a question that crosses mandates, working with evidence under uncertainty, deciding with others and accounting for the result. The Global Risks Forum (GRF) designs leadership development for professionals and public institutions around that practice, through the structured council year, dialogues, mentoring and exercises in Nexus Universe. Learning opportunities open only when their terms, faculty and review capacity are in place; none is open yet. This page describes what is designed.
- Institution
- The Global Risks Forum (GRF)
- Service level
- R0: information and enquiries
Policy tracker
Leadership development · Working tables · Session 4
Items
Items by region
GRF · Policy trackerPolicy tracker, in outline: domain structure with placeholder names and illustrative values, not a record.
The short answer.
Leadership development at GRF treats leadership for shared risk as a practice that can be learned: framing a question across mandates, working with evidence under uncertainty, deciding with others and accounting for the result. It runs through the council year, dialogues, mentoring and Nexus Universe exercises, and is not a certification.
Jurisdictions in World.
The jurisdictions that hold authority over this question: countries, their first-level divisions and capitals, shown for World as an example geography for this subject.
Learning built into participation.
Structured first year
A Leadership Baseline, an annual contribution plan, quarterly work, mentoring and a Year-One Gateway with a reviewed next step.
Learning by convening
Leaders frame and take part in documented dialogues, with feedback on process as well as outcome.
Learning under pressure
Leadership deliberation in Nexus Universe exercises, with independent observation and after-action review.
Competences for leading on shared risk.
| Competence | Learned through |
|---|---|
| Framing a cross-mandate question | Question clinics on real dialogue requests |
| Reading evidence and uncertainty | Working with evidence briefs and their labels |
| Facilitating disagreement | Co-facilitating a dialogue session under supervision |
| Deciding under time pressure | Tabletop exercises in the annual programme |
| Accounting for results | Writing a lesson note with an owner |
Learning tied to the institution's own plans.
Learning works best when it is attached to an institution's real work. A ministry joining a dialogue can nominate staff to shadow facilitation, take part in the exercise build and draft the after-action report. Method courses are listed on the platforms, for example Governance Nexus learning.
What leadership development is designed to cover.
- Decision rights and coordination when risks cross mandates.
- Reading evidence labels: observed, modelled, scenario and expert judgement.
- Running fair, documented dialogue and recording dissent.
- Governing new technologies with human oversight and accountability.
- Working with communities and rights-holders on agreed terms.
- Accounting for decisions, including correcting mistakes in public.
Learning for ministries and agencies.
Public-authority learning is one of the tracks designed for the Nexus Universe action week. Ministries and agencies can propose learning that fits their mandate, delivered through their own authorised instruments. Technical skills, such as risk modelling and data, are provided by The Global Centre for Risk and Innovation (GCRI) through GCRI academy and learning. Financial-sector skills are offered by The Global Risks Alliance (GRA) on GRA skills and professional learning.
Leadership development is not a professional licence or certification, and completing it confers no appointment.
Enquiries open.
The current service level is R0: information and enquiries. Questions about leadership development can go to councils@globalriskforum.com. The acknowledgement gives a reference and names the next step. See Nominations and selection for how leaders enter the council year.
Terms used on this page.
Each term as this page uses it. Where a standard-setting body defines the term, the wording follows that body.
| Term | Definition |
|---|---|
| Learning outcome | A statement of what a learner knows, understands and is able to do on completing a learning process, the unit the European Qualifications Framework uses to compare qualifications. |
| Continuing professional development | The planned maintenance and broadening of a professional's knowledge, skills and judgement throughout a working life, recorded under the rules of the relevant professional body. |
| Tabletop exercise | A discussion-based exercise in which participants talk through their response to a scenario. |
Where this page's references lead.
The bodies and documents this page is read against. Status and editions change; each link goes to the issuing body.
Questions and answers.
Is there a certificate at the end?
Can students take part?
Who teaches?
Does completion lead to a council seat?
Can an institution request learning for its own staff?
Around GRF.
Start with an enquiry.
The current service level is R0: information and enquiries. An enquiry receives a reference and names the next step; applications, payments, compute allocations and registrations open only when their team, terms and review capacity exist.