Rapid growth of the Center for Creative Leadership
Ulmer discusses the major reorganization of the Center for Creative Leadership (CCL), which he oversaw beginning in 1987. Ulmer likens organizational structure to "crab grass" and suggests that the rapid growth of the CCL during his tenure as its president was to a large degree a natural evolution. Additionally, he discusses the Leadership Development Program (LDP) as a central component of the CCL's program.
Citing this Excerpt
Oral History Interview with Walt Ulmer, November 20, 1998. Interview S-0034. Southern Oral History Program Collection (#4007) in the Southern Oral History Program Collection, Southern Historical Collection, Wilson Library, University of North Carolina at Chapel Hill.
Full Text of the Excerpt
- JOSEPH MOSNIER:
-
I'm curious in trying to understand exactly how you put
together your planning for the major reorganization of the 1987 and how
you thought your way through that process. A moment ago you talked a
little bit about the general sort of nature of what you had in mind. But
could you talk in a little bit more detail about what you really hoped
to accomplish with the major reorganization in '87 and how
you went about that?
- WALT ULMER:
-
Let's see. I think that's the one where we broke
the big research into small research and tried to tie it in with
training areas. And we had four or five or six what looked like
dumbbells on the chart where one side I think we had executive
development on one area or more basic leadership stuff. I
can't remember exactly the five designations but the intent
was to do two things. It was to take research from what seemed to be a
kind of an amorphous mass where really good individuals were running in
a number of directions that I'm sure were individually
productive but we thought we needed a little bit more structure, and to
see if we could forge a tighter link between the training side of the
house and the research side of the house. We had these clusters of
training. And so the intent was quite obvious, to have coherent and
focused training and research areas and have some links between them.
And that worked fair. I think the Center, like many organizations, will
have to reorganize itself every five, six, seven years to help them
refocus and so forth. But that's what we were trying to do.
And that lasted for a while and then we changed it again later on. And
John Alexander has changed it.
- JOSEPH MOSNIER:
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Right. And your perspective is that's just a routine sort of
natural.
- WALT ULMER:
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I think that's a natural evolution that comes from a variety
of things. Organizational structure is kind of like crab grass.
- JOSEPH MOSNIER:
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Yeah. If you would, tell me about in these years the Center is really,
really starting to grow. I mean I guess the revenues
when you arrived were in the neighborhood of four - four and a half
million and ten years later, they'll be pushing 40. So
it's a tenfold increase, really quite remarkable. Your
perspective of LDP as the engine of so much of that revenue and the
relationship of LDP to the wider institution.
- WALT ULMER:
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Well, LDP is of course as everyone says the flagship program. It is the
primary reason why the Center has the reputation that is has. Later on,
that was augmented by Leadership At The Peak. And both of those now
enjoy, I think, a very fine reputation and they are obviously filling a
need. We tried during the time I was there I think two times to update
the leadership development program. And we also took a look and said
some folks are still concerned that LDP is such a major part of the
Center's income and reputation and so forth. My concern was
more to be sure that LDP was updated and was keeping current and that we
weren't getting stale. I think there are some things, certain
core programs that have been in the western academic curriculum now for
300 years or so and they are still going. There are certain fundamental
things that if they're just mildly tuned meet some very basic
needs that people have. And the Leadership Development Program like
English 101, Psychology 101, and typing and so forth, I think will
continue as long as human beings don't evolve dramatically.
And they haven't changed a whole lot in these areas of
behavior, aspiration, and inspiration in the last 3,000 years that we
know of. So I think LDP has not much of a possibility of running out of
itself. Now at the same time that I say that, we tried as I'm
sure that they're continuing to try, to diversify our
offerings for a number of reasons. To try to keep up with various
changing things so we tried a program in leadership for
what's that buzz word we were all using about management a
few years ago and we still are? In any case...
- JOSEPH MOSNIER:
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You don't mean total quality management?
- WALT ULMER:
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Yeah. We had leadership for TQM. We did what TQM was doing which is we
studied it a great deal and had a great burst of energy and then it sort
of folded. But we tried a number of things. We tried to expand, for
example, and I think the Center did expand well into the business of
secondary education, leadership for principals and superintendents of
school boards and that's still going, as you know. We tried
to develop and did develop some programs. Some in concert with
international institutions, Ashridge and other places, and tried to get
an international flavor in part of our programs. And the whole business
to move toward internationalism was one of the reasons why we decided to
put the branch over in Brussels, to sort of put a
stake in the ground and say we weren't confined exclusively
to Greensboro, Colorado Springs and San Diego. So the short answer to
your question is I'm concerned if we just stood on our hands
to think that LDP is going to crank things out forever but I am frankly
not concerned that we have a wonderful product whose execution, I think,
will meet continuing needs.