LEADERSHIP & TEAM DEVELOPMENT PROGRAM
A 12-month path to integrative wholeness, so values show up in how people lead and work together
Organizational values matter only when people can witness them in how leaders act.
For decades, as a faculty member, facilitator, and executive coach, CITC’s founder, Dr. Renee Bhatti-Klug, watched leaders increase their knowledge and stay stuck. Most could name their values and still could not show them when a decision was shared, a conversation was hard, or a relationship was strained.
This program builds the bridge from awareness to action. It begins with self-awareness because we have to understand ourselves before we can understand each other. This mutual understanding transforms a team. Leaders and their teams learn one framework, use the same language, and leave with shared agreements: the values they agree to and the behaviors that demonstrate them.
One intact team or department, 6 to 16 people, including up to three leaders.
Leadership and the team learn together in training sessions; coaching then stretches across the year so new behaviors become fluent. Growth in the eight skills is measured at the start, midpoint, and close.
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Leaders who ask better questions, listen to their people, address conflict directly, and own their emotions before they respond
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Shared agreements the whole team wrote and holds one another to: boundaries, ownership areas, and rules of engagement for decision-making
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A common language for feeling, thinking, and acting across difference of any kind
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Measured growth in eight leadership skills, with a 360 baseline, reported before and after the program
CITC's validated Culturally Intelligent (CI) Leadership Model builds three capabilities through eight skills. It extends emotional intelligence across cultures, so leaders stay open to, learn from, and respond with integrity to people whose backgrounds and styles differ from their own, and build trust in the process.
OPENNESS
AWARENESS
RESPONSIVENESS
SKILLS | Curiosity of self and curiosity of others
SKILLS | Self-awareness and empathy
SKILLS | Compassion, self-compassion, boundaries, and integrity
The goal is integration, which is integrity: leaders feel, think, and act in alignment with their personal and shared values, and are people of their word.
I used to lead with just looking at the data. Now I lead by listening to people and checking in on them.
—DIRECTOR OF FINANCE | HIGHER EDUCATION
The program follows CITC's partnership approach: Assess, Develop, Evaluate. Leadership and the team learn together in the sessions; coaching then stretches across the year so new behaviors become fluent.
Every session offers high challenge and high support, using adult learning principles, human-centered design, and systems theory. Coaching sessions are recorded and transcribed; participants receive a written summary of their commitments and next steps, and transcripts stay with them.
Three tools, authored and administered by CITC, show each person where they stand:
Measures the eight skills at the start, midpoint, and close, and pairs the first self-rating with a 360 from a manager, a direct report, and a friend or community member, so leaders see whether they show up the same everywhere
MONTH 1 / ASSESS
Kickoff with the executive sponsor to set goals. Each person takes the CI Assessment, the 360, and the Cultural Values Inventory. Coaching begins.
MONTHS 1-3 / DEVELOP
The CI Enneagram, comprehensive training in four 3-hour sessions two weeks apart, grounded in The Culturally Intelligent Enneagram: self first, then others. Guided facilitation for deep self-work, personal integration, and skills-based practice for accountability. Each person receives the book and closes the series with individual commitments.
MONTH 3 / DEVELOP
Team agreements session, 3 hours, on video, one to two weeks after the final Enneagram session. The team uses its Enneagram and Cultural Values reports to see why and how each member shows up, then co-creates shared agreements aligned with the organization's goals and values. Scenario-based role-play on overlapping responsibilities and differing viewpoints puts those agreements into practice.
MONTHS 4-12 / DEVELOP
Coaching continues: a monthly leadership session and a monthly team session, measured against the shared agreements.
MONTH 6 / EVALUATE
Midpoint CI Assessment and progress review with the executive sponsor.
MONTH 12 / EVALUATE
Final CI Assessment and metrics report. Renewal options, including a repeat 360.
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CI Enneagram comprehensive training, in person, four 3-hour sessions two weeks apart, with a copy of The Culturally Intelligent Enneagram interactive guide for each person
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Team agreements session, 3 hours, online, one to two weeks after the final Enneagram session
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CI Assessment of the eight skills at the start, midpoint, and close, with one 360 report at the start
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Cultural Values Inventory with personal and team reports
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Monthly coaching, online: one 60-minute leadership session (up to 3 leaders) and one 90-minute team session
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Between-session access to Dr. Bhatti-Klug by email, with a response within two business days
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Monthly live deep-dive on a CI or Enneagram topic, in a community of leaders from other organizations, with the teaching portion recorded for later viewing
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Quarterly executive briefing on the team’s progress against its shared agreements
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Kickoff, midpoint review, and final metrics report
Cohorts are one intact team or department, 6 to 16 people, including up to three leaders.
Training materials remain the intellectual property of CITC.
Adults learn what they can use, and they implement what they practice. A training session gives a team the framework, the language, and the first rehearsal. Coaching transforms learning into behavior: leaders bring the actual decision, conversation, or conflict from last week, apply what they learned, and get held to what they said they would do. Joyce and Showers’ research on professional development found that training alone produced application in a small fraction of participants, while training followed by coaching raised implementation to nearly all of them. The lesson has held true across decades: knowledge without practice fades, and practice without accountability drifts.
This is why this program stretches across a year instead of ending when the sessions do. The CI Enneagram sessions are two weeks apart so each leader integrates one layer before the next. Each person writes individual commitments in the final Enneagram session; the team agreements session brings the Enneagram and Cultural Values reports in and turns them into shared agreements, revisited in every coaching session afterward. High challenge and high support shape every session: the challenge to act on what they now understand, and the support to do it well.
