Our design principles
A University of Cambridge education experience is one of unrivalled quality, relevance, and challenge. We believe the core principles for an effective education intervention are:
Our programmes are learner-centred, allowing participants to intervene and shape the learning process to their needs. We use a series of methods such as reflective practice, simulations and design sprints to help leaders discover and generate new insights as well as a lecture style approach. This means all activities are crafted around your strategy and context. This self-discovery aids retention of learning and creates opportunities to embed that learning through peer-to-peer interaction.
We help learners diagnose their starting position before breaking down a complex topic. Using a variety of instructional techniques, we equip leaders with a toolkit of frameworks to analyse organisational challenges collaboratively in a safe practice environment with access to real-time expertise and coaching.
Across our executive education programmes participants can leave with a blueprint for how they are going to inspire change post-programme. We enhance the social dimension of learning, facilitating the creation of action learning groups and communities of practice to address complicated issues through collective action, post-programme.
Our custom design process
We craft our programmes to ensure your strategic priorities inform the design. We are mindful of the fact that executive education programmes often form part of a wider strategic initiative to bring about improved organisational performance and leadership effectiveness. Our interventions are therefore designed to be used as key building blocks within your broader strategic and corporate initiatives.
We also recognise that although your challenges may be similar to those of your competitors, your resources, culture and people must address these challenges uniquely. In building a solution that matches your needs we go beyond best practice to propose in-depth diagnosis and tailor-made programmes for your specific situation.
Our co-creation process begins when our faculty conduct a needs analysis to fully understand your development opportunities, vision and culture. Using methods such as interviews, focus groups, psychometrics and roundtables we identify specific challenges, as well as connecting to your overarching organisational strategy.
Our faculty commence the design process by scanning the research landscape to map out how we can meet your development needs through evidence-based thought leadership. We will review with you a high-level programme design and provide feedback on the learning modalities, structure and flow.
We believe all programmes should have:
- Programme narratives anchored in your strategy
- Clear goals and objectives
- Thoughtful sequencing and structure
- Job-relevant case studies and simulations
- Time for reflection and feedback
- Leading-edge research
- Project challenges that put participants in control of their learning.
To support your team’s learning journey, our faculty design activities that build critical thinking and create frameworks that apply that learning to a context. Depending on the programme design, your teams can experience a wide variety of learning methods, ranging from:
- Cambridge debates
- Innovation design sprints
- Field observations
- Case studies
- Role play
- Executive coaching
- Live projects
- Forum theatre
- Negotiation labs.
We introduce participants to the formal and informal Cambridge learning experience. Teams aim to solve their challenges collectively through ideation, research and high-faculty interaction. With inspirational guest speakers and interdisciplinary inputs, we leverage the Cambridge ecosystem to bring you the latest research direct from faculty.
Participant feedback is crucial to our design process. It helps to inform opportunities for ongoing learning and assess whether the programme achieved the desired outcomes. Depending on the scale of the programme, we will work with you to advise on the appropriate evaluation methods to measure impact. Methods may include, but are not limited to:
- Individual participant opinions, attitudes and emotions
- Qualitative results from application projects
- Feedback on the ways participants can continue to contribute to and be a leader in your environment
- Recommendations on how to cascade the knowledge in your organisation
- Post-programme evaluation conducted according to your key benchmarks and timeframes.
We recognise organisational transformation can be a long process of evolving culture to address specific challenges. With all our clients we hope to continue the collaboration to support you on your change management journey and enable your organisation to develop based on the foundations of leading-edge research.
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