The CLDT is designed on one important foundation: the personal ownership that participants take for their own learning. This means that participants are in control of: * the extent to which they engage in self-awareness and development; * the type and number of qualities and skills they would like to further develop; which kind of leader they aspire to be and to what extent they want to lead themselves, their team, their organization and the environment they live in. They will indicate themselves what they need in order to make this leadership reality; * how they incorporate integrity and ethics (walk the talk); * how they integrate personal development and leadership in their lives (the extent to which they balance the physical, mental, emotional and spiritual components of leadership). The CLDT starts with the first module and will formally end at the delivery of the Leadership Development Report. It comprises the following components: * CLDT intake questionnaire * Individual coaching: three coaching sessions with a personal trajectory coach * Three meetings with the Peer Learning Group and a coach * Theory and exercises on Personal Leadership in Module 5 * Cultural Leadership Special Subject lectures and reflection * Team assignments in some of the modules * Leadership Development Report (final reflective report)
Examples of core readings: * Covey, S.R. (2013). The seven habits of highly effective people. Free Press. * Arbinger Institute (2015). Leadership and self-deception. Getting out of the box. Berrett-Koehler.