We develop leadership programmes for organisations and deliver them, from multi-day workshops through programmes of several months to single formats. Every programme is designed for a defined group.
CDN designs and delivers tailored leadership training and learning programmes for organisations — in person, virtual and blended.
We establish the situation before the modules are designed, and we hold conversations at several levels of the organisation to do so.
The work is done on the participants' own cases, so that what they develop can be applied directly.
In our workshops, practice and reflection take up more room than input.
From the outset we plan what happens between the modules and after the programme ends.
We begin by clarifying the brief with those responsible. Out of that comes our proposal, setting out the objectives of the programme, the architecture we envisage and the fee.
Once the assignment is placed, we usually establish the situation first. We hold conversations with leaders at several levels and with the people who report to them before the first module is drafted.
On that basis we develop the programme architecture. It sets out how many modules are planned, at what intervals they take place, what each module is to achieve and what tasks participants work on in between. We run programmes in person, virtually or in mixed form, and the format follows the objective and the composition of the group.
We plan the time between two modules as carefully as the modules themselves.
Participants work on a task in their own environment, such as preparing a conversation, taking a decision differently or running an experiment with their own team. In Peercoaching groups they then review what they tried, and individual coaching sessions can be arranged alongside.
The group therefore brings experience of its own into the next module.
We treat the design of a programme as a discipline in its own right. The choice of format, the intervals between modules, the transfer into everyday work and the order of the topics are reasoned decisions.
The learning design work behind 'Discovering the IKEA Concept' received a Gold Award for Best Use of Blended Learning at the Brandon Hall Excellence in Learning Awards.
Training builds capability. Through the participants it can move a great deal indirectly, up to and including objectives, responsibilities and processes.
Where clarifying the brief or the survey shows a question to depend directly on structure or process, we say so and propose an organisational development approach alongside.
Participants usually receive printed tool cards rather than a set of slides. Each deck is compiled for the programme in question and holds one method, one question or one model per card.
We have produced these decks in German and English since 2017 and supply them for the group in question. The cards remain with the participants and make an excellent practical tool well beyond the training itself.
Multi-day in-person workshops, virtual sessions, blended-learning programmes running over several months, and single impulse formats. The goal decides the format, not the other way round.
Tailored. We start from what is actually going on in the organisation, often with interviews before the first workshop, and build the programme on that.
Systemic approaches, positive psychology and positive leadership (PERMA-Lead), design thinking, agile formats such as OKR, and diagnostic instruments including Insights Discovery, Hogan and the Team Management System. The choice follows the question, not a catalogue.
Please contact us to learn more about how our consulting services can develop your organisation.
