The most moving feedback a client ever offered me was that she could feel my partners and I had had emotionally charged lives in order to deliver in the way we ran her programs. This is probably why we can pride ourselves in designing unusual, impacting and culture-changing experiences instead of classes, courses, seminars, trainings or workshops. We seek to stick to four design criteria, when preparing our Leadership Development Projects:
A solid cognitive base:
Many people need the reassurance that credible research, models or experience are included into their learning experience to be worth their time investment. We seek to update ourselves with latest original, out of the main stream knowledge and share it with participants.
Action, observation, feedback to test new behaviours:
Some of us excel in the art of presenting new concepts, others are masters in behavioural observation, feedback and coaching. This step encourages participants to try new behaviours. Because, 70% of corporate cultures are linked to their leaders’ behaviours, because, as Peter Drucker used to say, “Culture eats Strategy for Breakfast”, we place a lot of emphasis on behaviours. We fully support Richard Pascale’s famous quote “People are more likely to act their way into a new way of thinking than think their way into a new way of acting”.
Full immersion to prepare leaders for real life action:
We try as much as possible to fully immerse participants into their development experience. Conceptual learning doesn’t trigger emotions. Daniel Kahneman, Nobel Prize of Economics 2002, demonstrated that emotional memories are more vivid than factual memories. A full intellectual, behavioural and emotional immersion is therefore an important part of our design.
Use reality! Don’t indulge into “edu-tainment”:
We have all followed classes or seminars with charismatic, spirited, fun making speakers or faculty. Time seems to fly during their course, which we leave excited and motivated. When back at work, reality catches-up and the firework we witnessed during classroom sessions doesn’t seem to ignite with our team. We stay away from what is called edutainment, a blend of education and… entertainment. In fact we seek to use, as much as possible, the participants’ reality when designing our Development Experience.