Case Study
Enhancing Leadership Development Programs Through Custom Curriculum
Introduction
In this case study, we explore the design and implementation of two leadership development curricula tailored for Leadership Spartanburg and Leadership Greenville. While the vast majority of leadership development facilitators utilize prepackaged solutions that address a few common challenges — something we refer to as ‘boxed’ or off-the-shelf coaching — HPA prides itself on our ability to get ‘outside the box’ and develop custom, high-impact solutions for our clients.
In these two cases, while many leadership programs focus on current trends, research indicates that impactful leader development starts with self-awareness and the ability to self-correct. Understanding the needs of these organizations and their participants, we collaborated closely with each program director to capture their vision for future leaders in their communities, ultimately designing two distinct curricula that align with both their goals and the principles of effective leadership development.
Our approach centers on a “pull” methodology, encouraging participants to engage deeply with the material through reflection and inquiry. This curriculum design leverages insights from neuroscience and motivation theory, allowing participants to learn and grow at their own pace. By fostering an environment where individuals can explore and discuss the content extensively, we aim to create lasting impact and meaningful conversations that resonate long after the program concludes.
Overview
Client: OneSpartanburg, Inc.
Contact: Cindy Teaster, Director of Leadership Development
Focus: Leadership Spartanburg Program
Background
Cindy Teaster serves as the Director of Leadership Development at OneSpartanburg, Inc., where she oversees the Leadership Spartanburg program, a nine-month initiative designed to cultivate community leaders. Each year, individuals from various backgrounds—whether new to the area or long-time residents—apply to join, and a cohort is selected based on a thorough application process.
Cindy plays a pivotal role in facilitating the program, working closely with two volunteer co-chairs and leveraging partnerships with local organizations. Over the course of the program, she collaborates with nearly 50 experts to deliver engaging workshops and discussions. This collaborative approach is a cornerstone of Leadership Spartanburg, allowing for a rich exchange of ideas and experiences among participants from various sectors.
Challenges
Cindy’s decision to hire Traci stemmed from her desire to enhance Leadership Spartanburg’s curriculum and address challenges that arose, particularly during the COVID-19 pandemic. When Cindy took over the program in 2009, the curriculum relied heavily on a simulation-based activity called SIMSOC (Simulated Society), which had been in place for decades. While this provided continuity and fostered camaraderie among participants, over time Cindy recognized that it was not providing the depth of engagement needed for contemporary leadership development. When, in 2020, the pandemic necessitated a shift away from traditional retreats, Cindy sought a more customized approach to facilitate meaningful learning experiences.
Solutions
After meeting Traci through a mutual contact at the Greenville Chamber of Commerce, Cindy realized they shared a vision for innovative curriculum development. Cindy had previously incorporated CliftonStrengths (previously StrengthsFinder) sessions in Leadership Spartanburg, which resonated with participants, but still lacked a comprehensive framework. In 2020 Cindy invited Traci to kick off the open session of Leadership Spartanburg with a comprehensive CliftonStrengths session that would be more integrated into the program as a whole. Participants not only took the CliftonStrengths assessment but also were divided into teams based on their strengths. This approach promoted ongoing collaboration and deeper interaction among diverse individuals.
These opening CliftonStrengths sessions were exceptionally impactful, not only assessing participants’ strengths but also providing insights into their leadership journey. Building on the success of the opening CliftonStrengths sessions, Cindy’s ultimate goal in recent years has been to implement a fully customized curriculum to replace SIMSOC, aiming for a program that would not only orient participants to their community but also provide foundational skills they could carry forward throughout the program and beyond. As Traci and Cindy continued to collaborate year over year, Traci had a vision of how to create just such a curriculum.
Traci developed a new opening session titled “Past, Present, and Future,” which was designed to transition seamlessly into the program’s first unit on the history of Spartanburg. This opening session integrated the CliftonStrengths assessment with the “Past, Present, Future” theme emphasizing both reflection and forward-thinking. This enabled participants to learn about their historical and geographical context within a larger exploration of their strengths, weaknesses, and blind spots as the future leaders of Spartanburg. The curriculum was designed to align with the overarching themes of the Leadership Spartanburg program, encouraging participants to think critically about their leadership styles and how they could leverage their strengths and cultivate their less-developed talents in a way that enriches their community.
Beyond the value of the curriculum itself, Cindy highlighted that Traci brings immense value as a facilitator.
Results
The collaboration between Leadership Spartanburg and Traci has significantly enhanced the program’s effectiveness and participant experience. By moving away from traditional methods like the SIMSOC simulation and instead focusing on a more tailored curriculum, the program has evolved a more modern approach to leadership development. This new curriculum emphasizes not only the rich historical context of Spartanburg but also equips participants with the tools to evaluate and apply their strengths in real-world scenarios.
One of the primary benefits of this collaboration is the integration of the CliftonStrengths assessment, which had previously been used as only a stand-alone element, if at all. The integration allows participants to gain deeper insights into their personal and professional capabilities in an environment of collaboration and shared learning. By grouping participants based on their strengths, Traci not only encouraged networking among diverse individuals but also helped participants work together on community impact projects, enhancing their teamwork skills and community engagement.
The “Past, Present, Future” curriculum has also provided participants with a structured framework for self-reflection and future planning. By examining their top strengths and identifying areas for growth, participants are empowered to take actionable steps towards their leadership development. This proactive approach encourages participants’ ownership of their ongoing personal and professional growth, equipping them to become more effective leaders in their communities.
The outcomes of this collaboration are already evident in the enthusiasm and engagement of program participants. The new curriculum has not only increased participant satisfaction but also fostered a sense of belonging and purpose among members of the Leadership Spartanburg community. The innovative framework has laid a foundation for continuous improvement, setting a high standard for future cohorts. Additionally, Traci’s effectiveness as a facilitator and her deep involvement with chamber work in Greenville enhances her overall impact. “I just love the fact that she’s a local, part of our community in the Upstate,” Cindy commented.
Conclusion
Traci’s collaboration with One Spartanburg has revitalized the Leadership Spartanburg program, resulting in a transformative leadership program that effectively prepares individuals for the complexities of modern leadership. This collaborative effort showcases the importance of adaptive learning strategies and the value of leveraging strengths in creating impactful community leaders. The shift from a dated simulation model to a strengths-based, engaging curriculum has not only improved participant experiences but also provided them with actionable skills they can apply in their workplaces and personal lives as they continue to develop as leaders. As a result, OneSpartanburg plans to continue this partnership, valuing the continuity and expertise Traci brings to the program.
Overview
Client: Greenville Chamber
Contact: Cheryl Garrison, Executive Director of Greenville Chamber Foundation & VP of Talent, Education, and Leadership
Focus: Leadership Greenville Program
Background
Leadership Greenville, as a flagship program of the Greenville Chamber, plays a vital role in developing local leadership talent. This involves a variety of programs, with Leadership Greenville standing out as a comprehensive leadership development initiative aimed at equipping participants with essential skills and insights. Over time, with changing community dynamics and leadership needs, the program’s previous framework began to show limitations, necessitating an evolution to better prepare participants for current and future challenges.
Challenges
Cheryl Garrison, Executive Director of Greenville Chamber Foundation and Vice President of Talent, Education, and Leadership, graduated as part of Class 49 of Leadership Greenville. This first-hand experience provided her with a unique perspective on the program’s strengths and limitations. The program had historically focused on community engagement and understanding local issues, an emphasis that has been a hallmark of Leadership Greenville and remains essential to its mission. However, Cheryl recognized the need for the program to evolve, particularly in light of feedback from alumni and community leaders regarding the future direction of leadership development.
Solutions
In discussions with Traci Newkirk, a mentor and fellow Leadership Greenville alum, Cheryl articulated her desire to move away from conventional leadership training methods, such as personality assessments. Instead, she wanted to create an environment that encouraged deep self-examination and personal growth. Traci’s extensive experience and established rapport within the Chamber made her an ideal partner for this initiative. With a solid background in organizational leadership and a proven track record in facilitating meaningful leadership development sessions, Traci brought valuable insights to the table.
As Traci listened to Cheryl’s vision and ideated with her, what emerged was the custom Leadership Greenville curriculum, “Your Many Selves,” which provides participants with a structured framework to authentically explore their leadership potential.
It encourages a deep dive into understanding their ideal self, real self (core values, motivations, and strengths), and should have self (the limiting voices that hinder growth). Ultimately, this self-exploration prepared them for crafting their Purpose Statement. The program also highlights key leaders to connect with and critical skills to develop, all aimed at helping participants move toward their ideal future as leaders.
Cheryl reflects on the time spent ideating with Traci: “I love the fact that Traci is one of those people who will challenge me, my thinking; the collaborative nature that we had was really strong because she has such amazing strengths that complement [mine].”
Their brainstorming sessions allowed for innovative ideas to flourish and led to the establishment of foundational exercises that encourage participants to delve deeply into their leadership styles and interpersonal dynamics. This collaborative design process also involved input from various stakeholders, including alumni and community leaders, ensuring that the revamped curriculum addressed the current needs of the business community.
Results
Working with Traci to develop the new curriculum has proven to be immensely beneficial for Leadership Greenville and its participants. One of the standout advantages is the opportunity for deep self-reflection that Traci’s sessions provide. Participants are given dedicated time to engage in introspection, which has allowed them to explore their personal values and beliefs in a structured environment. This focus on self-examination has not only been challenging but has also been seen as a privilege, leading to meaningful personal growth that is expected to yield long-term benefits.
Additionally, Traci’s intentional yet organic approach to curriculum design has fostered a sense of cohesion among a diverse group of participants. By encouraging understanding and acceptance of differing viewpoints, she has helped bridge gaps between individuals who might not typically interact. This foundational work has proven integral in fostering a cohesive learning environment, allowing diverse participants to connect and collaborate despite their differences. Overall, Traci’s curriculum is recognized as a crucial step toward building a unified team capable of navigating complex discussions and fostering a supportive community.
The results from this initial implementation have been overwhelmingly positive, with participants expressing appreciation for the opportunity to engage in challenging yet rewarding self-assessment. Garrison believes that these foundational exercises not only set the tone for the rest of the program but also fostered a powerful synergy among participants, enhancing their ability to work together in the future.
As the program continues to evolve, and the full impact of this initiative gradually materializes, the immediate outcomes suggest a promising future for Leadership Greenville as it embraces a more comprehensive approach to leadership training. The commitment to ongoing collaboration with Traci ensures that the program will continue to adapt and grow, meeting the ever-changing needs of its participants and the broader Greenville community.
Conclusion
When asked what stands out about working with Traci, Cheryl highlighted two aspects:
The partnership between Leadership Greenville and Traci exemplifies a successful model for leadership development that prioritizes both individual growth and community engagement, setting a precedent for future cohorts. Through thoughtful reflection and strategic collaboration, Leadership Greenville is transforming into a comprehensive leadership development program that prepares participants for the complexities of modern leadership.
Summary
Traci’s collaboration with Leadership Spartanburg and Leadership Greenville has had a profound impact on both programs, delivering custom curricula that align with the unique visions and evolving needs of each community. In both cases, Traci worked closely with program directors—Cindy Teaster at Leadership Spartanburg and Cheryl Garrison at Leadership Greenville—to modernize and enhance their leadership development initiatives. By engaging in deep conversations with each director, Traci was able to craft two distinct yet complementary approaches to leadership growth.
The success of these custom programs is a testament to Traci’s ability to listen, ideate, and deliver tailored solutions that meet the distinct goals of each organization while driving impactful, long-term results.
