Accredited Leadership Qualification Courses

Effective, easy to implement leadership training

Great leaders will ensure your employees are performing at their personal best, inspire teams to do their best work, and navigate your business through any challenge.

As an HR Manager you’re responsible for creating an effective leadership development strategy that creates a pipeline of future leaders for your business.

But how do you create successful, effective training interventions?

You’ve sent your leaders on training programmes, or designed and delivered a custom programme in-house for your leaders.

They come back, and you don’t see much of a difference.

What went wrong?

When we’ve discussed this challenge with L&D leaders, we’ve heard the same problems come up time and again.

Poor alignment between training outcomes and business goals

Perhaps you wanted your leaders to be able to better coach poor performers, yet the performance management course you sent them on, did not cover this in the programme. A coaching programme may have been a better fit.

Fear of failure

Your leaders may have learnt new skills, but may be nervous or hesitant to apply these new skills due to mindset barriers. Perhaps they learnt the skill of delivering an effective presentation, but the thought of actually doing it, at work, has them too stressed to even try.

Difficulty applying new skills learnt in training enviornment, to everyday working enviornment

Perhaps you wanted your leaders to write better management reports, and they learnt how to do this in training on generic templates provided by the training provider. Now, they are back at work, and can’t apply this new skill to your company management report templates.

Lack of measurable return on investment

There was no outline of how you would measure return on investment before the training started. The employees may be better than they were before, but you aren’t able to quantify their gains.

Sound familiar?

This may be why you don’t see the ‘great leaders’ you expected to after these interventions.

And what’s worse, is that you’ve invested in a process that has provided you with little return on investment.

You need a training solution that works.

Brain eBox believes that your business’ competitive advantage is the quality of its leaders.

After many of our clients shared with us their need for leadership development support, we pursued accreditation with the Services SETA to deliver the National Certificate: Generic Management, specialising in General Management at an NQF Level 5.

We chose this qualification because it covers the following essential areas of leadership development.

  • Build your leadership brand
  • Business Ethics
  • Emotional Intelligence
  • Workplace communication
  • Decision Making
  • Negotiation Skills
  • Workplace Relationships
  • Diversity at work
  • Manage dreaded diseases at work
  • Team Management
  • Conflict Management
  • Select and Coach first line managers
  • Performance Management
  • Business Maths
  • Finance for non-financial managers
  • Risk Management
  • Change Management
  • Project Management
  • Operations Management
  • Knowledge Management
  • Innovation
  • Talent Management
  • Recruit and Select Candidates

On the surface, it may seem like a standard programme, but here’s what makes our approach more effective:

We customise the course content to meet your business outcomes.

We meet with you before we commence to listen and understand what business outcome you hope to achieve. We then provide you with a recommendation of which course, or combination of courses will help you achieve the business outcome you desire.

We support your leaders to apply their learning in their work environment.

We ask you to share with us the processes or templates you want your leaders to perform better in, and we incorporate this into the course content so your leaders are able to apply the learning again in their ‘real world’.

We coach your leaders to overcome their performance barriers

Built into our process is a half day of assessment coaching where we support your leaders to complete their assessments, and we provide a supportive space to discuss challenges and answer questions.

We help you define the measures of success

Before we begin, once we understand what you want to achieve, we quantify this into measures of success. We evaluate each leader against this measure with you prior to the course, and then plan how and when we will measure this again post the course to measure your return.

Using this approach, we are able to help your business develop its competitive advantage by increasing the quality of its leaders.

Brain eBox does not believe in a “one size fits all” approach to leadership development.

Therefore, as a business, you are able to decide which type of programme you want to embark on with us, based on your unique requirements.

These are the options available to you.

Individual Unit Standard

R 2,999 excl VAT
  • 1 Course
  • 4 – 6 Weeks

Skills Programme

R 14,400 excl VAT
  • 3 - 6 Courses
  • 4 – 6 Months

Full Qualification

R 24,400 excl VAT
  • All Courses
  • 12 Months

The specific amount of contact time, whether face-to-face or virtual, during this period will be outlined in our consultation with you.


Brain eBox is accredited with the Services Seta to deliver the National Certificate: Generic Management, Specialisation: General Management. The SAQA code for the qualification is 59201 LP 60269, and Brain eBox’s provider accreditation number is 12282. Certificate can be provided upon request.

Brain eBox has a team comprising of a facilitator, assessor and moderator; who are all registered with the SETA for their role. Their details and profiles will be shared with you when we meet to discuss your programme.

Immediately, upon course completion, we provide the employee with a certificate of completion which confirms that they have finished the course.

At this time, we submit their results to the Services SETA. Services SETA then conducts an external moderation at our offices to check the Portfolios of each learner.

Post this visit, the SETA will make a recommendation for certification of the learners.

We then wait to receive the employee’s statement of results from the SETA, or qualification in the case of the qualification being completed. We then provide this to your company, who will sign receipt of these.

In our experience, the certification process takes 6 – 12 months post the course completion.

Each programme type, individual, skills programme or qualification has its own set time allocation. This allocation is split between classroom time, on-the-job time and self-study time.

Based on your programme interest, we will share with you the specific time needed for each learner to invest.

Employees will have access to the course only for the duration of the course. The employee is able to keep the core learning resources forever. These core resources are the learner training guides & learner assessment guides.

During class time, employees complete a formative assessment which tests their knowledge during the programme. After the class time, employees have a practical assignment called a summative assessment which they need to complete and apply in the workplace.

The outcome of each assessment can either be: Competent (the employee has met the requirements), Not Yet Competent (the employee has not met the requirements) or Insufficient evidence (the employee has submitted insufficient evidence for us to make a judgement).

If an employee is deemed ‘Not Yet Competent’ on an assessment, they are allowed 2 further opportunities for remediation. Between these attempts, they will receive assessment guidance and support from their Facilitator to enable them to perform better in their next submission.
We encourage employees to stick to the training plan we outline. If there are circumstances which require an extension, we assess these on a case by case basis, in consultation with you. We are flexible and able to accommodate an extension, however there is a final cut off submission date for their final Portfolio of Evidence. Failure to meet this date, means the Portfolio of Evidence will be unable to be assessed. In such a case, employees are able to submit whenever they are ready; however this incurs an assessment fee at the time of submission.
A Portfolio of Evidence is the final submission submitted to Brain eBox by the employee once they have completed all of the requirements related to their course, courses or qualification. We guide and support employees with their Portfolio collation and submission.
One registration means that one employee is registered for the course, courses or the qualification.
Refunds are not allowed for this programme

Yes, you can replace a registered employee with a different employee up to 30 days after the course commencement date. After this day, no replacements are permitted.

Yes, you are able to access funding windows opened by your SETA to obtain funding for the cost of the programme. If you would like to do this, you would need to make contact with your SETA to obtain the funding guidelines and the process to be followed.
Yes, your spend is able to be claimed in the Skills Development section of your scorecard. You are also able to claim this spend in the Procurement section, as Brain eBox is a Level 1 supplier.

Contact Us

Email: [email protected]
Tel (SA): (021) 532 9002
Tel (International): +27 (021) 532 9002