Leadership Development

All of our programs run over months rather than days, and that is deliberate. Successful, lasting development can be difficult to achieve in a workshop. Leaders need to try new approaches in their actual roles, see what works, and adjust, which takes repeated cycles over time. In practice, Peer Learning Circles run six months with monthly sessions. Custom development programs typically span six to twelve months depending on scope. The Leader as Coach certification can be delivered over eight to twelve weeks where there is a specific window to work within.

CLA’s programs are built to change behavior, not just deliver content. The difference is in the design: we start with your organization’s specific goals, culture, and leadership challenges, and we build in the application structures, peer accountability, and reinforcement mechanisms that cause behavior to actually change on the job. 96% of executives who complete our programs report accelerated achievement of their development goals.

Yes, and we often recommend this for high-stakes development contexts. Group experiences build shared language, cross-functional relationships, and team accountability. Individual coaching addresses personal behavioral patterns and specific leadership challenges. When integrated, they compound each other’s impact.

When a leadership development program fails to create change, it’s often because the development took place in isolation. Leaders learn a new way to approach their work, then return to an organization that isn’t set up to support and incentivize the desired behavior. We build programs that consider the organizational structures, talent practices, and development infrastructure that will enable lasting impact.