Part of leader development is learning new concepts and refreshing old ones. It also includes motivation to act on all the knowledge and insight, and old-fashioned lectures are not the way to get there. We use a learner-centric approach that engages both affective and cognitive domains, consistent with adult learning theory. Our approach gives a nod to the Harvard Business School case study method as we seek to leverage the knowledge and experience that are already in a room.
Professions and Professionals