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When it comes to gaining return on investment from your leadership development programmes, there are many far-reaching and long-lasting advantages to group-based strategic projects.
Integrating such an approach though is not a move to be taken lightly. This article focuses on how you can derive maximum value from your group-based projects. These should be factored in at the design stage of leadership development programmes.
As you work internally with colleagues to design you own programmes, or if you decide to engage with an external provider, consider these practices. They are a great way of knowing what critical actions have to be taken... and the key questions you should ask of others.
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About the author
Lester Coupland is an Executive Development Director and Head of Praxis at Cranfield Executive Development. He joined Cranfield in 2007 and has over 30 years of extensive global experience of consulting, leadership and organisational development. He has undertaken client assignments in 40 countries worldwide and works in English, French and Spanish. As an experienced consultant, facilitator and coach, his main focus is using leadership development interventions to bring about organisational change to enable successful delivery of strategic goals. He has worked with a wide range of clients; these have included the financial, airline, oil and gas, telecommunications, pharmaceutical, construction engineering and manufacturing sectors as well as many UK government departments.