A Bold New Program
J. Doehring & Co.’s Integral Leadership Development Experienceis designed for a transformative personal, professional, and organizational growth experience – focused on managers and leaders of architecture, engineering, environmental, planning, and construction firms today. This comprehensive experience combines immersive, classroom-based training; self-analysis and self-study; cohort-based group training and development experiences; and on-the-job action learning (through the actual work of the firm). Our program is specifically designed for a group of 10-25 existing and aspiring leaders who have moved (or are ready now to) beyond projects, toward managing and leading the firm itself; who desire to achieve significant personal and professional growth; and who are willing to commit to a challenging, year-long effort of discovery, learning, and growth.
Client organizations range from small to large, and vary in their market-client focus, discipline expertise, and geographic reach. Many are organizations of 40-200 staff, with real opportunity for strengthening their leadership team, but lacking in the systems, processes, and structure needed. That said, the Integral Leadership Development Experienceis quite flexible, and can be tailored to fit the needs of organizations of all sizes, challenges and leadership.
How Should We Do Management and Leadership ‘Training’?
Some believe that leadership is a talent, an inborn treasure that a few are blessed with (but that sadly others are not). We don’t agree. Indeed, some do exhibit natural ability – but we’ve also seen through years of practical experience that most can learn, practice, and work to become much better managers and leaders.
But, how best to approach and accomplish effective managerial and leadership development?
Some providers focus primarily on classroom-based delivery –either a short, bootcamp style immersion, or a longer, semester-like approach. Classroom training works best when the transfer of information is paramount, and when there is a high premium on in-person interaction with the instructor.
Others focus their training over a longer schedule, but in shorter bursts interactions (either in-person or online). This approach offers smaller content bites, zeroing on distinct subjects. Sessions can be either synchronous (live) asynchronous (recorded), or a mix of both. Many involve self-study, analysis, discovery, and individual action.
Finally, some programs are primarily experiential, with the interaction of participants a primary focus per se – and with a goal of learning, achievement, and experience as a team. This is particularly useful when clarity of purpose, consensus in objectives, and alignment of plans and actions is desired.
OK, but which of these approaches actually works best?
We believe that the best path forward – for best results with managers and leaders, is a comprehensive one, achieved through a blended mix of each of these methodologies – delivered in an integrated program including classroom, self-study and reflection, group work, experiential team building, and action learning through real firm challenges.We’ve designed theIntegral Leadership Development Experience to accomplish just this: breakthrough growth and achievement of the firm’s existing and up-and-coming leaders, along with the organization development and improvement necessary to create sustained firm success.
