You are Daniel Frei, Head of Leadership Development at a corporate academy. Your flagship program's reputation, and your budget, ride on the redesign.
The group's three-day senior-leadership program scores well on satisfaction but poorly on behavior change. Alumni call it 'inspiring but forgettable'; 360 data show no movement in decisiveness or cross-silo collaboration six months out. The new CHRO wants proof that development shifts behavior, not just sentiment. You have a redesign mandate, a fixed cohort of 24 divisional heads, and a faculty used to lecture-and-case delivery.
You choose how to redesign a stalled leadership program that executives find too safe to learn from.
The decision
What learning architecture should anchor the redesigned program?
A - Sharper content
B - Live crisis simulation, unscaffolded
C - Scaffolded action learning
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