Customized Development Programs

Design Principles

We approach our learners with humility and compassion.
  • We understand that learning requires stretching outside one’s comfort zone
  • We create a safe space to do this uncomfortable work
  • We learn with our learners and are humbled by them​
Deep trust and respect for our clients and the learner lie at the heart of our programs.
  • Learners bring their wisdom to the learning experience 
  • We tap into this wisdom and build upon it to develop new capabilities​​
Learners learn best when they are present in the moment and ready for learning.
  • We help our learners eliminate distractions and create the mental and emotional space to engage in learning
Our learners make meaning within the context of their organizations and their roles.
  • We begin with inquiry to understand the context of our clients’ and learners’ environments
  • Our programs target specific capabilities that are most relevant to our clients and learners
  • Our learners learn with others who face similar challenges in similar contexts
We believe that learning is a dynamic process that calls for adaptability and flexibility.
  • We constantly improve our programs to reflect the dynamic and changing reality of our learners’ and clients’ worlds.
  • We create both structure and space to meet learners where they are and to address real-life challenges in real time​
Meaningful learning is an iterative process that evolves over time.
  • Our learners experience cycles of practice, reflection and feedback to develop understanding and build lasting capabilities

Design Process

Discovery and Assessment
​​Our process starts by learning about the client. We want to understand the developmental needs, broader context and aspirations of the targeted audience. We use one-on-one interviews, focus groups and/or surveys to understand the what  characterizes exemplary leadership in the organization and the biggest challenges to developing those leader capabilities.
Learning Objectives and Design
With a clear understanding of the client's needs, we develop learning objectives and identify meaningful, relevant content to address the specific competency gaps. We then design cohesive learning experiences that incorporate the CCC learning design principles.
Evaluation
​Like our cohort participants, we are committed to ongoing learning and improvement. We seek feedback throughout a program to adjust to the learning styles and dynamic of the group. We conclude each program with a thorough evaluation so that we can make the next offering even better.

Design Elements

Assessments
​All development begins with self-awareness. Through self-assessments such as MBTI, the Harrison Assessment 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
​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.
Retreats
Half-, full-, and/or multi-day 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.
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​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.
 Workshops
​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. 
Working with Crystal Clear Consulting now for more than 10 years has been rewarding in many ways. Not only have they helped with coaching and mediating, but I have worked with them to create 3 Leadership Development Programs at two different institutions. These programs have been extremely successful and led to the professional advancement of many of our staff employees. We have also sent employees to their virtual management development program when we weren’t offering it internally. They have done an amazing job getting to know our institution to best plan for our programs. Outstanding work and working relationship – I couldn’t be any happier.
Lily Krentzman, AVP HR