Custom Programs | Executive Education

Whether confronting capabilities of a general nature, such as strengthening leadership skills, or more specific challenges, such as handling the transition to a new technology, we design an optimized learning experience to address organizational performance. After deeply understanding the organization’s strategy and learning needs through a discovery process, program implementation is flexible to the client’s desired time, location, and budget. Read about the impact Executive Education has had on previous participants.

 

Context Building

The process begins by cultivating relationships. While we have extensive experience, no two organizations are alike, and sufficient time dedicated to customization greatly enhances the learning experience for the participants and the benefits to the organization.

Analysis and Assessment

During this phase, we will engage the key individuals in the organization who are developing the statement of requirements. Interviews and focus groups help focus the organization’s needs and develop actionable outcomes.

Program Development

We propose programs that would be based on facilitated learning and experiential exercises, using the challenges facing the organization as the main learning vehicle. In addition, we typically suggest that as part of the program, teams of participants are assigned ‘real world’ projects sponsored by, and accountable to, sponsoring executives. At this stage, we will develop program specifications that articulate program objectives, delivery schedule, content, and cost.

Program Delivery

Through their experience in research, consulting, and teaching, our faculty is matched with program objectives. Learning methodologies such as case studies, coaching, and simulations deliver the content and develop skills so that participants return to work armed with frameworks for application.

Debrief and Follow Up

We will complete the quality assurance process – identify value added from the program, potential areas for future growth within the organization, and provide a closure report.

Custom Topics

Consider the differences between leadership and management. By examining personal style and disposition, participants identify their management style that are strengths and will support their transition into greater levels of responsibility and, perhaps more importantly, identify critical development areas that may hinder their future performance. In addition, understanding differing levels of leadership and transition points allow participants to balance different systems such as networks, job rotation, and action learning with traditional coaching and mentoring techniques.

High achieving teams leverage strengths and mitigate weaknesses to maximize overall performance and efficiency; whereas, low achieving teams get mired in interpersonal conflict and poor decision-making resulting in compromised performance and organizational failures. Analyze the characteristics of high performing teams and develop effective communication, conflict management, and collaboration strategies necessary for leading high performing teams.

Leaders are consistently charged with developing winning strategies and making high stakes decisions, but most are unaware of the cognitive biases and powerful emotions that often undermine strategic decision making and critical reasoning. Career success is often linked to competency in decision making. By identifying the most common biases, pitfalls and distortions in strategic decision making and critical reasoning along with the preventative and proactive measures associated with making strategic decisions, you will be equipped to successfully address high-stakes business challenges.

Most change initiatives fail to meet their intended objectives. Discover how to lead successful change through diagnosis, stakeholder analysis, influence and adaptation. Participants learn how to navigate common pitfalls and foster widespread participation using case studies, group simulations, and experiential learning. Learn how to successfully lead change in your organization in all measures and adapt to the resources at hand.

The essence of leadership is leveraging the capabilities of others to get work done. Every leader should aspire to develop a capable and competent staff to effectively deliver their individual and collective responsibilities. In fact, every leader should aspire to develop staff to achieve greater successes than they themselves have achieved. This subject focuses on the tools and techniques that will allow you to coach and develop your staff for enhanced effectiveness, address individual performance problems and career derailers, and prepare high potentials for roles of much greater responsibility.

Familiarize business leaders and general managers with some of the core principles in strategic management. This will help them recognize the underlying drivers of success in any business in general, and develop their skills to create strategies to achieve sustainable competitive advantage and growth in their own business or company in particular. Focus on key elements of strategy at the business and corporate level, respectively – in doing so, evaluate, develop, and implement value-creating strategies at each of these levels by using strategy concepts, techniques and frameworks. Adopt a very interactive learning approach to enhance participants’ ability to ‘ask the right questions’ in the context of developing strategy, which is a critical skill for any successful leader to have.

For more information, please contact one of our directors today. 

 

Zoran

Zoran Perunovic

Director, Executive Education
713-348-3720
Brent Smith

D. Brent Smith

Senior Associate Dean for Executive Education, Associate Professor of Management and Psychology – Organizational Behavior
713-348-3651