Centre for Executiove Education’s (CEE) mission is to assist client organisation to secure a leading position in their respective market place and developing a sustainable competitive advantage through development of their most important asset: human cpaital.
We collaborate with clients, adapting various approaches (such as knowledge-driven learning organisation) to their specific contexts.We design and implement tailor-made learning and organisational development strategies that greatly improve our client’s performance, increase market value and enhance organisational capability.
Management & Human Resource Consulting is full of successful firms and talented people. What makes us different?
We believe that what sets us apart is our use of insight to create maximum impact for our clients. For us, three words capture this distinctiveness:insight, impact, and trust. These words describe a virtuous circle that articulates the essence of our work.
We develop insight into what drives value creation and competitive advantage in our clients’ businesses. Then, we work closely with our clients to convert insight into concrete strategies and tactics. The implementation of insight has high impact in the form of value created for our clients.When we deliver impact repeatedly, we earn their trust and build lasting relationships that serve as a platform for deeper insight and ever-greater impact.
There is an added complexity that finds its way into the mix of managing your business. The plethora of management theories, many of which are speculative at best, are changing with breathless rapidity. How can you implement ‘text-book’ solutions with long term goals in mind, if the ‘text-book’ changes almost monthly?
We take a collaborative, participate approach known as ‘Process Consulting’ where client and consultant learn together. Such an approach necessarily avoids pre-supposed solutions to unique contexts. The most basic thing we do is facilitate your learning. Because of this transfer of skills, we work ourselves out of a job, rather than becoming indispensable.
Our suite of executive development programs are designed around the market proven ‘CEE Results-Based Leadership Framework’ which is an outcome of extensive contemporary research on leadership effectiveness, talent management and employee engagement.
Keys to Successful Management Development
Many managers find themselves in leadership positions without ever having consciously made the choice to become a leader, let alone a great leader.
The ‘Peter Principle’ (formulated by Dr. Laurence J. Peter and Raymond Hull in their 1969 book ‘The Peter Principle’) states that in modern organisations, most managers rise to the level of their least competence, like the specialist (e.g. accountant, engineer, lawyer etc.) who is so good at their craft that they get promoted to a management position in ‘charge of people’ without having mastered any real leadership skills. And then they bomb. It’s not their fault; they were promoted into the position with little or no training, coaching or mentoring…its sink or swim.
In some cases we came across, well intentioned promises of leadership development, coaching or mentoring were made to the leader when they were appointed, only to fall by the wayside because more pressing business matters crowded out the hours in the new leader’s day.
We believe in the following keys to success towards successful management development:
Managerial Competence Development Process
The main obstacle for a management development programme is shifting the mental models of the participants and manages the resistance to change. The best way to sustain positive change is to follow a structured step-by-step process:
1) Research – Pre-Workshop Analysis of Client Requirements
2) Design – Contextualization of the Workshop Contents
3) Delivery – Pre-Workshop Preparation and Facilitation of Workshop
4) Action Learning – Application on newly acquired knowledge and skills at the Workplace
5) Measuring Results – Evaluating Program Effectiveness
6) Project Evaluation – Evaluating the Outcomes of the Engagement against the Project Objectives