What is CCC Leadership Development?
CCC Leadership Development supports your faculty and/or staff in cultivating their leadership voices and expanding their leadership competencies. It is a highly customized process that results in more effective and engaged leaders.
CCC Leadership Development is deeply grounded in higher education. With years of experience both on-staff and as external consultants to dozens of institutions, we have a keen understanding of the culture of higher ed and the unique challenges facing academic and administrative leaders.
CCC Leadership Development is cohort-based. We create communities of learners, whether faculty or staff, senior leaders or individual contributors, who work together over time. These relationships significantly enhance institutional engagement for years to come.
CCC Leadership Development is practical. We bring a rich repertoire of leadership and management tools, resources, methods and approaches. We use them to provide just-in-time learning focused on real challenges.
CCC Leadership Development is grounded in adult learning principles. We know adults learn through reflecting on experience. Highly interactive group sessions, targeted homework and strategic action learning projects provide opportunities for self-reflection and feedback.
CCC Leadership Development is holistic. We recognize that the pace and stress of work can negatively affect the ability to think and act strategically. We help create the mental and physical states necessary to bring one’s best self to one’s work.
CCC Leadership Development is customized. Our design process emphasizes collecting and synthesizing input from a range of stakeholders including senior leaders, human resource administrators and prospective participants. Broad participation will ensure that the final design is credible and relevant.
"CCC has been a fantastic partner for us in developing our Leadership Development Program for mid-level staff. They 'get' us in a way that few consultants do. Developing the pilot program, Francine was thoughtful, insightful and able to effectively push back on assumptions - all extremely helpful attributes that got us to a much better outcome. Now Kande is facilitating a second cohort and we hired CCC again to help us design a leadership development program for academic chairs!"
Christine Connors, Vice President for Human Resources, Diversity and Inclusion, Berklee College of Music
Program Design Elements
All development begins with self-awareness. Through self-assessments such as MBTI or DISC, or multi-perspective feedback instruments such as Center for Creative Leadership 360s or Leadership Agility 360, learners collect the information they need in order to set informed goals.
Coaching allows focus on each individual’s unique goals and challenges. Depending on the organizational context, it can be provided by external or internal coaches, and/or built into the development process as peer coaching.
Day- or multi-day-long events are opportunities for deep learning and relationship building across the cohort. Off-site gatherings in a new location make it easier to let go of routines and distractions.
Action learning projects
Most learning about behavior and impact comes through reflection on real life experiences. Action learning projects, where small groups of participants are given meaningful, short-term, institutional projects, create a space for experimenting with new leadership behavior and receiving valuable feedback, all while gaining a broader understanding of the institution.
Periodic workshops, ranging from an hour to a full day, are designed to provide “just-in-time” insights and skill development. These highly interactive sessions draw on the institution’s internal resources for exemplary speakers and subject matter experts.
Feedback is collected at the end of every event and upon completion of the program. Of particular interest is the ways in which new perspectives and skills have resulted in improved outcomes.