Center for Excellence in Transformational Leadership of ASB (CETL-ASB) is a unique leadership development center which conducts its own research and develops its own protocol for transformational leadership development. The protocol has been developed and tested by its current director who has spent over 10,000 hours in its research and development during his tenure as a professor in T.A Pai Management Institute (TAPMI), Manipal.
CETL has adopted Transformational Leadership as its base model because of irrefutable evidence that performance and change are facilitated by transformational leadership. CETL has also adopted the globally renowned principle of ‘Know, Be, Do’ for its leadership development. The first principle of ‘Know’ is achieved through integrated psychometrics. The center uses seven well-established psychometric tools such as Big 5, FIRO-B and Multidimensional Leadership Questionnaire (MLQ 5). Using well-established psychometric tools ensures that validity and reliability are fully met. It also makes the tools and processes transparent. What is unique to the center is the integration protocol which has been developed through the work of the current director of the center. The ‘Be’ component is achieved through team and committee works in which a student is given charge to lead. The ‘Do’ component is achieved through training in ‘Role-Competency’ model of leadership development. In this model, students are trained in competencies required for execution of the leadership roles, namely, direction setting, creating alignment to the direction and creating engagement.
When the student arrives in ASB, they take seven psychometric tests. The data is integrated and the transformational leadership profile of the student is generated. This is done by the trained faculty and specially selected and trained students simultaneously. This dual process ensures redundancy. Equally, it gives trained students expertise and they become the evangelists of the process for subsequent batches. Then, each student interacts with the trained faculty through a one-on-one advisory. Life events are seeded into the psychometric input to gain greater insight. At the end of this process, the student is given key inputs to draw up an Individual Leadership Development Plan (ILDP). While we insist that the student should do this, our expert team helps the students to develop the ILDP, if required. The ILDP is followed through by the student with monthly or bi-weekly feedback with the expert faculty advisors. The ILDP is given life through a plethora of teams and committees which a student is charged to lead. Hence the student becomes a leader and has leadership roles to fulfill. For example, the student is required to set direction for her/his team through a vision statement, align the members of his/her team to the vision and get the people engaged to the vision. This activity involves execution and so, we train them on the leadership competencies required for fulfilling each of these roles.
In addition to developing the student, the center has the capability to undertake MDPs on transformational leadership, change and related matters. It has inherent research capability to identify the impact of the process using Kirkpatrick’s model and is in the process of developing more such capability.
The center has the following agenda in its mind in the near term – 1) generate general input on leadership through blogs from time to time, 2) provide contemporary research input on leadership to the corporate in an easily understandable manner through periodical update, and 3) build capacity for greater intervention that helps to create leaders.
In the long term, the center aspires to be the leading knowledge agent in India on leadership development and research.
The center undertakes MDPs on leadership and related areas and has the extended capability to train people on:
1. Use of psychometric tools in an integrated fashion to enhance leadership self-knowledge.
2. Vision building.
3. Developing Emotional Intelligence.
4. Leading change.
5. Developing assertiveness.
6. How to thrive through conflict and negotiations.
7. Designing teams.