 Feature
Story
Leadership
Institute Makes Lasting Impression
By Donna Murray
In today’s complex business world where deals are seldom
sealed with a handshake, and the workforce more
resembles the United Nations than a Norman Rockwell
painting, talented, versatile executives are a hot
commodity. While the majority of executives possesses
most of the necessary characteristics and attributes to
lead, few, if any, come pre-packaged with the complete
roster of skills to become stellar leaders. And even
those with a proven track record can benefit from a
refresher course now and then.
Enter Eckerd College’s Leadership Development Institute
(LDI). Founded in 1981, and affiliated with the
internationally acclaimed Center for Creative Leadership
(CCL), the Institute trains up-and-coming leaders and
helps experienced executives hone and update their
skills.
A quick surf of the Internet shows there’s no shortage
of executive training programs, and many are probably
worthwhile. But what often happens, though, is that once
they return to the workplace, people soon slip back into
old patterns and behaviors.
 The fundamental difference between those programs and
Eckerd’s is follow-through. Instead of ending their
training with a farewell banquet and a slap on the back,
LDI participants are evaluated at least twice following
the conclusion of the formal training program to ensure
they don’t backslide. “The one thing that sets this
program apart from others is that they leave here with a
personal development plan that includes goals and
specific steps,” said Jennifer Hall, director of
coaching and a program instructor. “Follow-up
evaluations are scheduled at the 10-week and three-month
marks.”
The typical client, according to Megan Watson Kramer,
LDI’s director of client relations is a guy we’ll call
“Bill.” He’s 43, made his bones as a crackerjack
engineer, and earned an MBA along the way. Now he’s a
vice president for a Fortune 500 company. He’s
intelligent, resourceful and self-disciplined, but his
lack of people skills threatens to derail his career.
“Bill” actually begins his Eckerd training program in
advance of arriving at the college’s waterfront campus
when he, his boss and his colleagues complete online
assessment tests to pinpoint areas where he needs to
improve. All will complete additional tests as part of
“Bill’s” benchmark evaluations because 360-degree
feedback is another essential program component. Whether
“Bill” chooses the flagship five-day program or the
three-day version, he’ll join a small group of people
from different industries – to add diverse perspectives
- who stay together throughout the program.
 The workshops, which focus
on 16 leadership competencies such as resourcefulness
and how well participants manage change, are not
snoozers. “They can’t zone out because the small group
discussions are so intense,” said Hall. The program
culminates with meaningful group feedback sessions and a
one-to-one meeting with a coach. It’s the coach who will
help “Bill” set the goals upon which he will later be
evaluated.
Even experienced managers find value in Eckerd’s
training program. Phil Crosbie, program director for the
National Emergency Rescue & Response Training Center, is
one of them. “I learned that you are never too old to
learn more about yourself, how you are hardwired, and
that changes in personal behavior can result in far
better outcomes,” Crosbie said. “I was the oldest member
in my Eckerd class. Frankly, I thought I knew all there
was to know about myself . . . was I ever naive. I am a
work still in progress, but I gained awareness on how I
do, in fact, come across to people. I have to control my
need for control and my attitude of negativity. At least
I am more aware of these behaviors.”
Among Eckerd’s list of prestigious clients is Marsh
Inc., one of the world’s largest risk management and
insurance firms. Matt Jones, senior vice president for
learning, calls it an accelerated leadership development
process for high potential leaders. The company, which
has sent 180 employees through the program, is so
pleased with the results it hired the LDI to develop
training packages for its Asia branch.
In addition to leadership training, the LDI offers
programs that address conflict in the workplace,
including negotiation and mediation skills, and on-site,
customized training. (See
www.eckerd.edu for details.) Clients hail from
diverse industries, mostly Fortune 500 companies, and
non-profit fields such as education, said Kramer.
Costs range from $395 for a conflict workshop to $6800
for a five-day program. All profits subsidize
undergraduate programs and scholarships since its
agreement with CCL requires affiliates to be non-profit.
“Fifty-three percent of our clients heard about us from
word-of-mouth,” said Kramer. “The rest came from CCL. We
have a great reputation.” She grinned. “We also have a
waiting list.”
Eckerd College, a four-year liberal arts institution
founded in 1958, is located at 4200 54th Ave. S in St.
Petersburg.
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