THE CENTER FOR CREATIVE

LEADERSHIP
GROUP 7
1. ADITYA JAIN (18PGHR11) 2. SAMEER CHAVDA (18PGHR19) 3. SHALINI SARKAR (18PGHR23)
4. SHREYA GHOSH (18PGHR44) 5. TANMAY BHATIA (18PGHR53) 6. RAJAT SHARMA (18PGHR58)
 How the organization has organized its
leadership development offerings?

• CCL staff believed in “putting actions in ideas” alongside “putting ideas in action” by reflecting upon
the observations made about practicing leaders.
• CCL’s programs and research were designed and driven by the organization’s 85 core faculty
member half of which held doctorates and a dozen of whom were industrial and/or organizational
psychologists.
• CCL researchers were organized into 5 primary groups: Individual Leader Development; Global
Leadership and Diversity; Groups, Teams and Organizations; Design and Evaluation Center; and
Knowledge and Innovation Resources.
• CCL researchers worked with a balanced scorecard and their research goals and tasks related to
those of the group to which they belonged.
 How the organization has organized its leadership
development offerings?

• CCL also deployed 400+ leadership coaches worldwide to provide a personalized experience for
participants.
• CCL coaches established healthy relations with clients, carefully encouraging them to clarify and take
on new challenges.
• Each CCL program was observed by an evaluator from the design team tasked with thinking about
outcomes and potential impact evaluation
 What is ACS philosophy?

Assessment
• CCL researchers proposed “assessment for development” as the first key step to professional and
personal growth.
• Assessment addressed the current state of the participant - the participant’s effectiveness as a
leader, behavioral patterns, skill levels, etc.
• CCL used a set of assessment tools but 360-degree feedback model was at its core. Benchmarks
helped managers assess 16 critical skills and perspectives related to leadership success and
potential threats to career success.
• 360-degree assessments helped CCL identify two key differentiators affecting how individuals
developed as leaders: personality and job experience.
 What is ACS philosophy?

Challenge
• This provided elements of an experience that was new and that could call for skills and perspectives
not currently mastered or acquired by participants.
• It was designed to created an imbalance in the participant and provide an opportunity to question
established ways of thinking and acting.
• Job Challenge assessment tool helped managers to see and use their job assignments as valuable
learning opportunities and avoid demotions on career plateaus.
• The facilitators of CCL defined and offered feedback during exercises, which challenged participants
to act differently and help each other.

Support
• This was meant to establish a network of relationships that would help them gauge progress.
• The support piece provided elements that enhance self-confidence, reassuring participants about their
strengths, skills and established ways of thinking or acting.
• The 2 major components – The first provided positive learning climate within CCL classes, which gave
participants the trust to experiment and take risks. The second was a supportive coach laying the
foundation for a support network once the participants left the program.
 Critically examine the efficacy of this
organization in design and delivery of leadership
development programs?

• Self-awareness tools and activities were used to enhance leadership abilities and taught strategies for
continuous self -development.
• The LDP program had a delivery plan scheduled over adequate number of days. The five day
program ensured that at the end participants leave with all the above mentioned learnings.
• CCL was able to gauge participant’s progress against their goals which they had set jointly with their
own coaches.
• A succeeding feedback session was also planned where each participant would plan collectively
with the coaches of what needs to be done to act on the feedback.
• Participants formally evaluated each one on one sessions with their coach and with tools such as the
post program reflections assessment.