CHART Leadership Development Programme (LDP)

INTRODUCTION AND BACKGROUND:
Since early 2006 VBNK has been delivering a customised leadership development programme based on the findings of ‘Learning for Transformation’, the experiences of the CHART Project (Creative Holistic Approach for Relationship Transformation) and the principles of Whole Person Learning. 

Drawing on the research; experience and learning from CHART, as well as from its other modular programmes, VBNK has initiated a new open access Leadership Development Programme (LDP) for leaders and managers of social development organisations in Cambodia, especially those working in small and medium sized organisations.

OVERALL AIM OF THE PROGRAMME:
Leaders and managers of Cambodian social development NGOs are more responsive to their own development needs and to those of their peers, organisations, and the communities they serve.

Expected learning outcomes:
By the end of the programme participants will:

• Have increased application of different leadership styles and improved their inter-personal communication skills and capabilities in team work and teambuilding
• Have gained practical experience of working holistically with teams, groups and communities in order to lead, learn and change, and to understand how organisations can support the desired learning and change processes
• Be able to clarify development terms and concepts and be more aware of the (in)congruency between development and their own/traditional values
• Be responsive to the cultural and social helps and hindrances to learning such as power and value systems, patronage and trauma, and how they relate to development processes in the Cambodian context 

LDP CONCEPT:
The overall concept of the programme is to take participants through an experiential and holistic personal learning process.  The content will help participants explore and develop creative and positive responses, compatible with their Cambodian culture and context, to the challenge of leadership within their organisation. 

The main elements of the programme are the five workshop modules shown below, the second of which is residential.  Given the intense and challenging nature of the development experience that the participants will undertake the modules are delivered 8 -10 weeks apart.  There will be learning assignments, and some coaching support, between modules.

The seven core and interwoven themes for exploration and learning that underpin the modules of the programme are presented below.  The LDP blends these themes to develop a reflexive learning process.

Self awareness    Relationships Creativity  Critical thinking Learning Power and development Facilitation

COACHING IN LDP:
The approach in LDP combines training, mentoring and coaching to support the individual learning processes of Cambodian NGO leaders.  In the context of LDP, coaching supports the individual participant to:

• become better aware of his/herself and his/her situation
• set clear goals for self improvement and change
• find ways and means of overcoming obstacles in the application of learning outcomes
• identify ways to sustain individual learning
• plan his/her next learning steps

MENTORS/LINE MANAGERS:
In keeping with VBNK’s experience in other modular programmes it is a requirement that all participants in the LDP have a mentor who is either situated in, or linked to, their organisations.  This may be the participant’s line manager or someone else who knows the participant’s work and organisation well.  The role of the mentor is to support the participants between modules in the application of their learning.  The mentor will also have an important role in ensuring, or lobbying for, the organisational space necessary for the participant’s application of learning and the changes that will flow from the learning.  Mentors are introduced to, and supported in, their role in the programme through a series of short workshops.

MONITORING AND EVALUATION:
The LDP uses a range of monitoring and evaluation tools throughout the programme.  This includes all the standard module evaluation processes for this type of programme, and also involves other approaches such as collecting baseline data at the start and using stories of change to enable the participants to track their own development process.

CRITERIA AND APPLICATION:
The LDP is a challenging experience that requires participants to commit to their own learning and change.  It is therefore essential to assess potential participants for their ability and willingness to learn, to take risks and to change, prior to accepting them in the programme.  Once participants have been accepted the curriculum is designed to be reflexive and responsive to their needs.   Criteria for selection are that the participant:

• Wants to learn and is open to learning in new ways
• Has held a leadership position in the organisation for some time
• Is self motivated
• Has ability to work in a team
• Is interested in social development and the wellbeing of others
• Has a demonstrated commitment to complete the programme
• Is committed to stay with the organisation and learn through application
• Comes with line manager recommendations

Applications will be accepted until the end of December 2007.  Selection and orientation workshops will be held in December 2007.  The programme begins in mid February 2008.

FEES: The fee for each participant is $1,200. 

EXPRESSIONS OF INTEREST: