A Catalyst for Culture Change in Organizations
As every business landscape evolves, organizations must continually adapt to thrive. At the heart of these transformations is culture—an organization's shared values, behaviors, and practices. Leadership development programs, particularly those rooted in cohort-based models, have emerged as powerful tools to drive this cultural evolution. By equipping leaders to work collaboratively, engage teams, and think innovatively, organizations like Tampa General Hospital (TGH), Northeast Georgia Health System (NGHS), and Takeda are redefining their cultures and achieving sustained performance improvement.
Leadership as a Culture Change Agent
Leadership development extends beyond teaching technical skills. It shapes how leaders communicate, innovate, and inspire their teams. When approached strategically, leadership development programs can serve as change agents, directly influencing key cultural drivers such as employee engagement, cross-functional collaboration, and shared accountability.
At TLD Group, we offer cohort-based leadership development programs —an approach designed to create transformative leaders who act as cultural multipliers within their organizations. These programs are carefully tailored to align with an organization’s strategic imperatives, providing the triple benefit of individual, team, and systemic development.
Hallmarks of Cohort-Based Leadership Development
The hallmark of successful cohort-based programs lies in their strategic design, driven by a comprehensive needs assessment and alignment with organizational priorities. These programs are typically structured around the 70/20/10 model:
- 10% Didactic Training: Foundational knowledge and skill-building sessions.
- 20% Executive Coaching: Individualized guidance to help leaders refine their approaches.
- 70% Experiential Learning in the form of Action Learning Project Teams: Cohorts of 6-8 leaders collaborate on organizational strategic imperatives under the guidance of an Action Learning Coach. These cross-functional teams foster diverse perspectives, innovation, and deeper engagement.
For example, at Takeda, participants in the ACHIEVE program—a cohort-based initiative for early-career leaders designed to enhance the diversity of R&D’s senior leadership pipeline, participate in a global, virtual leadership development program that includes a virtual business simulation, individual coaching, action learning project teams, and a fourth component, of individual sponsorship in which senior leaders advocate for participants by, for example, introducing them to key stakeholders and including them in high profile projects. The program provides layers of opportunity for real-time and actionable leadership development.
The Cascading Effect of Leadership Development
One of the most compelling aspects of cohort-based programs is their cascading effect. At NGHS, now entering its fifth cohort, and Takeda, entering its sixth cohort, the impact of these programs extends far beyond the yearly cohort of 25 - 35 leaders intensively trained over six months. Graduates bring their learning back to their teams, transforming how they collaborate, lead, and innovate.
This ripple effect creates a network of leaders who work differently—not just within their immediate teams but across the organization. It’s a model that ensures leadership development is not a one-time intervention but a sustainable driver of cultural transformation.
Case Studies: Real-World Applications
Tampa General Hospital (TGH)
Facing the challenge of transforming physician leaders into strategic influencers, TGH implemented a cohort-based leadership development program. Executives representing varied functions worked together in cross-functional teams to align their efforts with organizational priorities. The result? Enhanced communication, strengthened teamwork, and strategic alignment across departments.
Northeast Georgia Health System (NGHS)
With four cohorts already completed, NGHS has consistently leveraged this model to develop physician and dyad leaders. Testimonials from participants highlight the program’s role in fostering collaboration and driving innovation, enabling leaders to make meaningful contributions to the organization’s strategic imperatives.
Takeda
Through its ACHIEVE program, Takeda has built a pipeline of leaders equipped to navigate the complexities of a global organization. By integrating sponsorship with cohort-based learning, Takeda not only enhances the diversity of its senior leadership pipeline, but also ensures that participants are prepared to tackle real-world challenges with confidence and creativity.
Driving Culture Change in Your Organization
Leadership development is best served through a multi-modality approach – as such it’s a strategic investment in your organization’s future. Cohort-based programs offer a proven framework for building leaders who are capable of transforming culture and driving lasting performance improvement.
If you’re ready to explore how TLD Group can partner with your organization to design and implement tailored leadership development solutions, contact us today. Together, we can empower your leaders to be the change agents your culture needs.
Contact us today to learn more about our leadership development solutions and dyad leadership models: info@tldgroupinc.com.
