Learning & Development

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

Program Elements

Assessments
​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
​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
​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.
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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.
Evaluation
​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.