Many people grow into management positions through their technical expertise, receiving promotions based on technical mastery until a plateau or failure. Most organizations have limited management or leadership development processes to support transitions into roles of greater breadth. The complexity of the VUCA organizations we manage – volatile, uncertain, complex, and ambiguous – and the increasing diversity of our workplace and customers, calls for an intentional, focused process to develop a multi-cultural cadre of leaders to carry our organizations into the future. Cook Ross has been designing and delivering 21st century leadership programs for the past 12 years for a wide range of clients. These 6-9-month cohort programs can be customized for new, mid-level, and senior managers, and for like-cohorts, such as women.
21st Century Leadership
Our 21st Century Leadership Program integrates the best of experiential and cognitive classroom learning with practical action learning.
Designed to develop an existing group of multicultural leaders within an organization, the 21st Century Leadership program is a 6-9-month long leadership academy in which a cohort group of participants meet in a development program supported by mentors from within the organization.
Acceptance into the program is based on nominations from the leadership team. Participants are high performers whom the leadership team believes to be outstanding future leaders within the organization.
Participants come together once a month for a daylong session during the program. Each participant takes on an “Action Learning” project they develop throughout the program to apply their classroom learning to real organizational issues. Each participant is assigned a mentor for additional coaching throughout the program. The mentor’s role is to support the participant in their learning by sharing their leadership experience, insight on organizational politics, helping to develop skills such as delegation, and providing general encouragement and support. Some clients choose to offer 1:1 coaching to the participants as part of the program.
The most successful cohort groups occur because of a diverse and inclusive selection process. The group dynamics are at their best when a range of differences are represented. This serves to further emphasize a company’s commitment to diversity and inclusion in the succession planning process.
The program is designed with three tracks of learning:
Personal Professional Awareness
- 360 Feedback
- Myers Briggs/ Enneagram
- Diversity Awareness and Unconscious Bias
- Cultural Competency
- Managing Competing Commitments
- Understanding One’s Personal Relationship to Conflict
- Cultural Communication
- Leading Inclusive Teams
- Linguistic Toolkit
- Moving from Peer to Manager
- Dealing with Difficult Employees
- Time Management
- Conflict Resolution
- Presentation Skills
- Project Management
Organizational/ “Political” Awareness
- Change Management
- Mission, Vision, and Values
- Leadership Panels
- Leadership Competencies
- Action Learning