Executive

Education
Programs

Ashridge Executive Education

at Hult International Business School A global business school with
Berkhamsted
Hertfordshire
a professional services mindset
HP4 1NS
United Kingdom

hult.edu/exec

Contact us for a free consultation

+44 (0) 203 318 6437
info@ashridge.hult.edu

Registered as Ashridge (Bonar Law Memorial) Trust.

Charity number 311096 Accreditation refers to Ashridge (Bonor Law Memorial) Trust
 “Global change is
transforming everything
around us—how we
learn and how we work.
Businesses today need
people who can think like
entrepreneurs, who have
an international mindset,
and who don’t accept the
status quo.”
Bertil Hult
Benefactor of Ashridge Executive Education
at Hult International Business School and
Founder of EF Education First

06 The Ashridge Difference

10 The Future of Work
17 General Management
29 Leadership and People
41 Strategy and Execution
53 Organizational Change
and Development
65 Our Faculty and Approach
71 Locations and Other Services
79 Partnerships and Global Challenges
86 Program Schedule and Pricing
 Global change is accelerating fast and
disrupting organizations most thought
were untouchable.
Some fear these changes.
We see it differently.

2 hult.edu/exec 3
 We see endless opportunities for new
world citizens and inspiring leaders who
grasp change, initiate transformation,
and actively encourage innovations that
improve lives.
Ashridge Executive Education is at the heart
of this change, helping develop business
leaders, their strategies, and organizations for
a better world.

4 hult.edu/exec 5
 The Ashridge
difference
A global business school with a professional
services mindset. Now that is different.
The reason we exist is to help develop better
business leaders—and we know that better
means different.
That means we challenge. We question.
We intentionally push our participants out of
their comfort zone.
What makes us unique?
Embedded in business
We strive to deliver lasting impact to individuals and
to their organizations. We do this by ‘embedding’
ourselves in your business so we can really get to
grips with your specific needs. Once we understand
what it is you need, we tailor our programs to make
sure we address your issues.
Global learning
Great ideas have no borders—and neither do we. We
are an international business school with campuses
and faculty in four continents, which ensures our
business education is relevant wherever you are in the
world. We also invite executives from all of the world
onto our programs because we know it’s the best way
to immerse yourself in a global mindset.
6 hult.edu/exec
Our leadership
guarantee
We stand behind our ability to change behavior
and develop world citizens and inspiring leaders.
The personal development needs of your employees
We are a business school, and in the top 1% that are woven into our teaching, so if they don’t return to
are triple-accredited by AACSB, EQUIS, and AMBA.
However, we also know that everything we do
your organization a more confident, effective leader,
must have lasting commercial and business impact, we’ll refund the program fee*.
delivering real results to individuals as well as
the organizations at which they work. It’s why we
consider ourselves not just a global business school,
but one with a professional services mindset.
Business first faculty
We have practitioner faculty. They come with skills
and experiences as CFOs and entrepreneurs, CEOs
and leaders, innovators and IT specialists, medical
doctors and HR heads. They know the reality of
business and how to transform themselves when
needed. With a 50+ year tradition as professionals
who educate, rather than lecturers who lecture, our
faculty focus on the application of business, not just
the theory.
Immersive learning
Our approach to immersive, experiential learning
brings our education to life by challenging and
inspiring participants. Encouraging them out of their
comfort zone, but within a safe environment, has
been proven to cement their learning, and is just one
of the many reasons why they consistently give us
Net Promoter Scores over 75.
* See terms and conditions on hult.edu/exec
7
 Our key statistics:

59
years developing
3
prestigious
6,500
executives are taught
global leaders accreditations (AACSB, by us every year
EQUIS, and AMBA)

79
Net Promoter
72%
of our clients are
60%
of our programs are
Score in 2018 international delivered locally to
our clients

8 hult.edu/exec 9
 The future of work
Digital and technological advances are having
such a profound impact on business that some
believe we are witnessing the beginning
of the Fourth Industrial Revolution.
The phrase is fitting–the pace of change is
unprecedented meaning today’s business landscape
can look alien to even long-standing business leaders. swathes of non-routine cognitive work, including
How organizations interact and serve customers, how professional services. This raises important
they buy and supply goods, how they develop new
products, and how they produce and manufacture all
need to be fundamentally rethought. Such disruption
requires effective business-to-customer and business-
to-business responses—something we can help
you devise.
‘Born digital’ organizations such as Airbnb,
Netflix, and Uber continue to challenge established
business models and outwardly appear to have
all the answers. But, in reality, the future social
impact of technologies such as artificial intelligence,
robotics, and the internet of things can only be
imagined. What we do know, however, is that
introducing these technologies requires not just
technical understanding, but also strong ethical
leadership that fully appreciates their potential—
both good and bad.
10
four areas as having the greatest potential to impact
businesses today. That’s why we now offer four
Digital Strategy Programs covering each of them.
The unprecedented pace of change threatens
the future of routine and manual jobs, and large
questions, such as:
• How is this shift already starting to transpire,
and what is the impact for legislators,
governments, and organizations?
• What does this mean for the future of work?
• What preparation and leadership is needed
to steer and manage the changes for the
benefit of all?
Our programs address these issues head-on.
We incorporate new trends and technologies
whenever appropriate, focusing on how
organizations can realign their people, systems,
and expertize to capitalize on the opportunities
presented by the digital era. We challenge the
thinking of leaders and help them develop the
soft skills they need to compete effectively in
future marketplaces.
Our world-leading experts consider the following
Artificial Intelligence (AI)
Many of us have already started to experience the new
wave of AI in various consumer products. We believe
technologies that mimic cognitive functions such as
speech and language recognition, learning, and problem
solving are only just beginning their lifecycles. And
while critics continue to be fearful of where it will all stop
and whether we should allow ‘intelligent machines’ to
manage our lives, we believe equipping leaders with the
ability to understand and maximize AI enables them to
strategically plan the future of their business.
Big data analytics
More data, both structured and unstructured, has been
generated in the last two years than at any other point
in history. Managing it, processing it, and understanding
it has become one of the biggest IT challenges facing
today’s businesses. But that certainly doesn’t mean
that big data hasn’t already been put to work—it has
uncovered previously hidden patterns, correlations,
trends, and customer preferences to help achieve
competitive advantage. The ability to collect such vast
quantities of personal data throws up some complex
moral and regulatory challenges that your organization
and leaders must address.
Blockchain
Blockchain’s open, distributed ledger, with no
centralized trusted authority, is arguably one of this
decade’s most revolutionary computing models.
Although financial services and crypto-currencies
have dominated recent headlines, we consider the
future impact of this technology to be much greater
as it will have an application in almost every sector.
Understanding the implications, and having a relevant
competitive strategy, is vital for every business leader.
Internet of Things
Connected online and Internet devices have now
surpassed 10 billion, with Forbes predicting this
number will reach 50 billion by 2020. This explosion
of networked devices, sharing of data, monitoring,
sensing, and controlling many elements of our lives,
has a profound potential for good. However, there are
also significant risks around privacy, the possibility
of social control, and political manipulation. Having
the right strategy, as well as execution and control
mechanisms in place, will become increasingly
important for all organizations.
hult.edu/exec 11
 Our model
for enabling change
A desire to change lies at the heart of every client
engagement—sometimes that change is limited to specific
individuals, but in most cases, it is the organization itself that
needs transforming. Successfully moving from A to B means
having a good strategy in place, great leadership to steer
the path, an organization that is ready to embrace change,
and the management teams to drive it through. That’s
why our programs focus on these four key areas:

Organizational
General Leadership Strategy and Change and
Management and People Execution Development

12 hult.edu/exec 13
 A program to meet every
business need and deliver
lasting impact

General Leadership Strategy Organizational Change

Management
Learn the skills needed to excel in our
increasingly uncertain business world.
18 Senior Executive Program
20 Advanced Management Program
22 Management Development
Program
24 Personalized Management
Program
26 Masters in Management
27 Bachelors in Business
and Management
and People
Develop the skills needed to lead,
change, influence, motivate,
and mentor against a backdrop
of increasing complexity.
30 The Transformational Leader
32 The Leadership Experience
34 Leading through Influence
35 Performance through People
36 World Class Mentoring
37 Thriving in Leadership
38 Masters in Leadership and
Management
and Execution
Acquire the skills needed to assess
options, pre-empt market disruption,
be innovative, and translate great
strategies into action.
42 Strategies for Growth
and Innovation
44 Translating Strategy into Action
45 Strategic Decisions
46 Designing Operating Models
47 Finance for Non-Financial
Managers
48 Winning through Digital Disruption
50 Digital Strategy Programs
and Development
Enhance the skills and knowledge
now required in HR, organization
development, change, and coaching.
54 HR Strategy and Impact
56 Leading Change and
Organization Development
58 Executive Masters in
Leading Change
59 Executive Doctorate in
Organizational Change
60 Advanced Organization Design
61 Coaching for Organizational
Consultants
62 Masters in Executive Coaching
63 Postgraduate Diploma in
Organization Supervision

14 hult.edu/exec 15
 General
Management
Suitable for those new to managerial positions
all the way up to the most experienced senior
executives, each program is tailored to meet
individual and organizational needs.

18 Senior Executive Program

20 Advanced Management Program
22 Management Development Program
24 Personalized Management Program
26 Masters in Management
27 Bachelors in Business and Management

16 hult.edu/exec 17
General Management - Open Program

“I am far more self-aware and

equipped with a fantastic toolkit. This
will enable me to adapt and respond to
any challenges we face.”
Senior Executive Program Samantha Sheehan
Executive Director
BMI Healthcare

Senior leaders learn how to chart your organization’s

future and embrace disruptive innovation.
Length: 2 x 5 days | URL: hult.edu/exec/sep
Program overview
Our Senior Executive Program is designed
to develop the skills of senior leaders
into transformative strategic thinkers and
influential motivators. Participants will
gain an advanced understanding of
transformational innovation, and the power
of digital disruption. They will develop
a deep self-awareness of their own
leadership style, and learn how best to
leverage it persuasively. They will also
work on building their resilience and
adaptability as a leader. Your leaders will
learn how to effectively manage and
implement strategic change to generate
genuine competitive advantage.
Participants will work with their executive
coach during the program, to develop their
understanding of their psychometric results,
and to improve their personal effectiveness.
Their executive coach will also help them
create a 100-day action plan to implement
when back at work. With support from our
faculty, coaches and their program peers,
your leaders will complete a Strategic
Disruptive Challenge Project relevant to
your organization.
Participant outcomes
As a participant, you will:
• Develop your personal leadership style
and point of view
• Become a confident leader with deep
personal insight and purpose
• Identify, formulate, and evaluate strategic
insights that can be translated into effective
organizational transformation
• Improve the way you lead people through
change and how to execute strategy
The wide ranging knowledge of the faculty I am far more self-aware and am equipped
was very impressive and a real program with a fantastic toolkit. This will enable me
highlight. They shared so many tried and to adapt and respond to any challenges we
tested tools. The excellent delivery and the face. A colleague from my region also did
process of keeping a learning log has really the SEP. We have no business reason to talk,
helped park the knowledge in my brain for but Ashridge has connected us. It’s so useful
the long-term. to have a sounding board and someone to
• Develop your external perspective by share ideas with. Leadership can be
sharing and learning alongside a network My strategic project explored how we could
quite lonely.
of peers facing similar challenges improve processes by communicating more
effectively across the three hospitals. We Being one of the people invited to do the SEP
• Become an agile leader who can respond
followed Ashridge’s ‘Analysis, Creativity, and made me feel fantastic. I am very grateful and
effectively to the disruptive internal and
Learning’ model and put so much of what we fully committed to sharing what I have learnt
external forces acting on your organization
learnt at Ashridge into the project. We have with my team via a series of workshops. I also
• Lead and drive innovation in your
started to roll the project out and it will form plan to set up a leadership library in my office
organization to deliver success
part of the future thinking of the company. in order to share the Ashridge resources and
Before Ashridge, our strategy was quite other relevant material with my team. I would
subliminal. We now have a formal, written like to see this rolled-out company-wide
Organizational outcomes
strategy with built in check-points. This means
Senior leaders will gain a thorough we can respond better to changes. It is also
understanding of the world we live in today, giving a sense of unity and purpose because
including the forces driving digital disruption.
people see how they link together.
They will return to the workplace armed
with the tools to lead, create, and implement
effective strategies to ensure agile responses
are aligned with the dynamics of your industry
and organization. They will be able to work
constructively with ambiguity, developing
an impactful innovation initiative, while
unleashing the potential of millennials
and the digital generation.

Who is this program for?

Experienced senior managers, directors,
and C-level team members responsible
for leading others and determining the
future direction of their organization.
Participants typically have at least 10 years
management experience. This program
involves a significant amount of group work
and will be well-suited to those who enjoy
working with people from a wide variety of
well-esteemed global organizations and
with diverse cultural and managerial styles.

18 hult.edu/exec 19
General Management - Open Program

“Ashridge helped me become

a higher performing leader who
Advanced tackles issues head on.”
Rachel Pallett

Management Program Sales and Marketing Director, Europe and Middle East
Watson-Marlow Fluid Technology Group

Mid-level managers strengthen their leadership
and strategy skills while improving their business acumen.
Length: 2 x 5 days | URL: hult.edu/exec/amp
Program overview
This program will help participants develop
the skills to accelerate their progression
to the next level of management within
your organization. The program will shape
their personal development, maximize their
contribution to their current role, and
develop their potential for future positions.
The program develops key skills and
knowledge across three central themes:
1. Leadership: Understand their own
leadership style and how to capitalize
on it; develop tools for maximizing their
team’s skills and influencing others.
2. Strategy: Identifying ways to maintain
a competitive advantage; learn how to
translate inventive strategy development
into seamless execution.
3. Business acumen: Understand core
financial principles and how customer-
centric marketing strategies can drive
growth and improve business performance.
Participants are able to broaden their
business understanding, experience live
simulations, and will be ready to move into
general management roles within 10 days.
Participant outcomes
As a participant, you will:
• Strengthen your leadership abilities
and competencies for the next stage
in your career
• Be able to implement and shape strategic
decisions with and through others
• Gain an appreciation of a range of general
management disciplines including finance,
innovation, and customer-centricity
• Be able to motivate, coach, and develop
high performing teams
Organizational outcomes
Your leaders will return to work with
greater insights into how to influence,
motivate, execute strategy, and work
more effectively in team environments
to deliver results for your organization.
They will have tested new skills, focusing
on decision-making under pressure,
which will help them drive your organization
forward with greater awareness of others
and their own behavior.
This program is the most well-rounded
management education available for
the minimum number of days away from
the office.
Before attending the Advanced Management
Program, the scope and scale of my remit
was expanding rapidly. I enjoyed developing
strategy, but needed stronger skills to get
people to buy into the strategy and develop
sound implementation plans. I hoped that
Ashridge would give me the tools to drive
change by focusing on the long-term strategy
while keeping a handle on the day-to-day
operational activities.
The coaching sessions at the beginning and
end of the program helped me see that the
way I had been working was not sustainable.
I enjoyed the competitiveness of the business
simulation. I had to work with peers from
different industries, which meant I had to
figure them out and find ways to get things
done as a team. It was a particularly useful
experience which taught me how fortunes
can rise and fall, and how balanced you
need to be when making decisions.
During the Ashridge experience, there was
one immensely uncomfortable session where
we learnt how to have difficult conversations
with the help of actors playing the part of
a team member, peer, or boss as appropriate.
The conversation tools we learnt to use have
been a valuable factor in tackling challenging
issues head on. Conversations have
shifted from being difficult to surprisingly
constructive. I have also shared the
techniques with my team to help them
handle performance conversations.
Following on from the program, I now feel
more in control as a leader. The result is that
we are now in a significantly better position
to deliver our five-year strategy, and I am now
contributing to the company's strategy at
board level. My CEO is very pleased with how
things are going. As a relative newcomer to
the company, I feel I have earned my seat
at the table.

Who is this program for?

Designed for business unit or country
managers, high-potential mid-level managers,
specialists working across teams, or project
managers tackling complex projects.
Participants typically have at least five years
management experience and are looking
to enhance their leadership skills, augment
their strategic thinking, and better understand
the implications and contributions of other
business functions.

20 hult.edu/exec 21
General Management - Open Program

“It was fascinating and reassuring

to meet people from so many different
Management industries and countries, all sharing similar
issues. It helped me think outside the box
Development Program and try different approaches back at work.”
Rebecca Larwood
Head of Travel and Facilities
New managers acquire a well-rounded A leading global insurance company

set of business skills.

Length: 5 days | URL: hult.edu/exec/mdp Before arriving at Ashridge, my workload I was nervous about talking openly with
had tripled overnight and I needed help. a room full of strangers, but thanks to
I was struggling with time, people, and conflict the excellent icebreaker sessions, I felt
management. Work can run away with you like I knew everyone within an hour of
sometimes and the pace I was operating being there.
Program overview Participant outcomes Organizational outcomes at was so fast. I went to Ashridge because Initially, when I heard about Ashridge’s
The Management Development Program As a participant, you will: Managers will return to work with I needed some new ideas. The Management reflection sessions, I was not convinced that
introduces new managers to a broad a greater awareness of your business Development Program ticked all the boxes. it would be a good use of time. As it turned
• Recognize your preferred working and
spectrum of management knowledge, management style, and learn how to and how their role affects the wider The program was a lot of fun. There was out, those sessions were a major highlight!
provides practical support, and helps combine it with that of others organization. The program’s safe and healthy competition at times but we rooted Just 15 minutes away from the classroom or
accelerate their growth in your organization. supportive environment is the perfect for each other. The pace was just right, with office is invaluable for resetting your mind.
• Improve your appreciation of how to time for questions. Having multiple faculty I now do this daily and encourage my team
Key topics include leadership, strategy, place for new managers to experiment,
build effective teams that deliver results teach, mixed it up well. The fact that it was to do the same.
finance, and marketing. have difficult conversations, make their
• Develop your awareness and first strategic organizational decisions, residential meant that you bonded much
This general management program provides
understanding of the purpose of and become far more aware of others and faster and made for an even more relaxed
a range of opportunities for participants to
different elements of a business and themselves. This program is proven to and open learning environment.
immediately test and apply their learning.
how they interact accelerate new managers into their first
Managers’ accumulated learning is put to the
test in our unique computer-based simulation, leadership role with confidence.
designed to see how they would cope if
they inherited a business with an existing
trading history which was desperate for
new leadership in order to stay competitive.
Competing in teams, participants will make
difficult business decisions that require the
application of their learning from across the
program to positively affect their stock price.
Throughout, unexpected disruptions will
rock each team’s progress, forcing them
to recalibrate.

Who is this program for?

Participants may have recently entered
a management position from a specialized
functional or technical role. They are
looking to develop new skills to enable
them to undertake their new management
responsibilities, and are seeking to improve
their knowledge and expand their skill set
to broaden their business expertise and
develop their effectiveness as a strategist
and people leader.

22 hult.edu/exec 23
General Management - Open Program

“For the first time in my career

it made me question what kind of leader
Personalized I wanted to be and how I wanted to
get there.”
Management Program Diane French
Group Director of Operations
Richmond Fellowship

An intelligently customized program to strengthen

leadership, strategy, and business acumen
Length: Up to 21 days within 2 years | URL: hult.edu/exec/pmp
Program overview
The Personalized Management Program
(PMP) focuses on developing key skills and
knowledge across three central categories,
aimed at giving leaders the range of critical
leadership and management expertise they
need for continued advances in their career.
It is unique in design: each theme comprises
several modules and participants elect
at least one module per theme, thereby
completing up to 21 days of learning
depending on their personal development
needs. Recognizing that time is precious,
we offer participants up to two years to
complete the program.
Importantly, by attending multiple programs,
participants will benefit through the extensive
peer networking opportunities.
Participant outcomes
As a participant, you will:
• Customize your learning and development
journey—improve the areas you want to
work on at the times you need it most
• Put your learning into practice
between modules and refine your
development goals
• Benchmark yourself against your peers
across industries and share insights into
common challenges
• Build practical skills that will make you
more effective at your day job
• Gain greater self-awareness and
understanding of the impact your
behavior has on others
• Extend your operational expertise across
all areas of your role—working with people,
executing strategy, and delivering results
Organizational outcomes
Our modular design allows participants
to immediately apply their learning to their
workplace while continually reviewing their
progress each time they return to Ashridge.
Participants will develop as leaders through
increased levels of self-awareness and
confidence, and their operational expertise
will be sharpened allowing them to deliver
better results for your organization.
As the Director of Performance and
Quality leading 10 people, I was about to
make the transition to my current role,
indirectly leading 900. I wanted to find ways
of enhancing my leadership development and
chose Ashridge because it is so much more
flexible than any other program available.
The modular structure meant that I got the
chance to meet far more people than if I was
with the same cohort throughout. Ashridge
is such a beautiful place to learn and reflect
on all sorts of things, as the grounds are
simply stunning.
Ashridge gave me the mindset to
understand what we needed as an
organization to communicate. I have since
organized workshops about behaviors and
cultural change. It is the first time we have
done anything like this as an organization.
The response has been very positive and
we are successfully delivering change.
I also formulated a longer-term plan to ensure
the culture remains even if people move
on. The PMP helped me make this happen.
For the first time in my career, it made me
ask myself, what kind of leader I want to be,
and how I want to get there. It is easy to get
carried away by the career treadmill, moving
relentlessly from one opportunity to the next.
Being at Ashridge encouraged me to slow
down and consider my route to the top.

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24 hult.edu/exec 25
General Management - Qualification
Masters in
Management
An innovative, virtual qualification that
guarantees immediate impact.
Length: 2 years part-time | URL: hult.edu/exec/mim
Program overview
Delivered 100% online and studied in your
own time, this degree will make a real impact
on participants and their organization from
day one. Whether participants are new
to the business world or are seasoned
professionals, this degree provides a deeper
understanding of the management practices
of leadership, strategy, marketing, finance,
technology and innovation, as well as team
and change management.
This Masters focuses on immediate
practice and impact providing participants
with a combination of traditional business
school subjects and an in-depth focus on
the issues faced in your organization. This
program is designed to allow participants to
not only learn, but also to analyze, assess,
and drive change in your workplace.
26
Who is this program for?
Experienced managers who are looking to
stretch themselves, to learn, and improve
in management practices using a fresh,
flexible, self-directed learning approach.
This online degree is suitable for working
professionals who would like to earn
a relevant Masters degree that helps make
an immediate impact in their job and for your
organization. Managers want to learn in
a modern online environment that is flexible
around their schedule but yet focusses
on a specific area or challenge in their
organization to help them be more effective
in their current job.
“I was at a stage
in my career where I felt
I needed a recognized business
qualification. The ability to
fit the program around other
events was very appealing.
I also found the online
learning portal very useful,
providing up-to-date articles,
books, and a pool of video
interviews.”
Mark Dudley
Business Development
Panorama Antennas
Participant outcomes Organizational outcomes
As a participant, you will: This program is designed to make
a measurable and positive impact to
• Gain a thorough understanding of
the individual and your organization.
leadership and management
Your organization will benefit from the
• Sharpen your skills as a leader,
implementation of 10 business projects
communicator, and strategic thinker
as participants become an informed and
• Gain a global perspective on current
committed ‘internal consultant’, which
business issues and challenges will help improve processes, save money,
• Apply your learning immediately increase efficiency, and combat highlighted
in your job weaknesses. New ideas and best-practice
solutions from participants in other countries
• Balance study, work, and home life
with this 100% online qualification
and sectors can be shared with
your organization.
• Customize study to suit your personal
development and business needs
• Network with fellow participants online
from a wide range of organizations
all over the world
General Management - Qualification
BA in Business
and Management
(U.K. Degree Apprenticeship Level 6)
Designed to dramatically improve the skills
and performance of managers.
Length: 3.5 years | URL: hult.edu/exec/bbm
Program overview
Year 1:
Foundations of business finance, strategy,
marketing and sales, emotional intelligence,
managing people, and developing
collaborative relationships.
Year 2:
Strategy, leadership, stakeholder engagement
and management, company culture, social
intelligence, procurement, negotiation,
and contracting.
Year 3:
Developing strategy for a 21st-century
business; new technologies, innovation and
leading change, ethics and governance,
and project management.
Who is this program for?
Designed to dramatically improve the
skills and boost the performance of entry
and mid-level managers. This program
equips them with the right tools and
knowledge to immediately add value
across your organization.
“The Ashridge
Bachelors in Business and
Management brings together
industry and academia to
provide the next generation
of managers with the necessary
impetus to move forward in
a competitive environment.”
Mike Cooray
Academic Director
Bachelors in Business and Management Degree
Apprenticeship
Organizational and participant outcomes The Ashridge Level 6 Bachelors in Business
Successful participants will gain a BA and Management is developed, delivered,
degree in Business and Management from and assessed by Ashridge. The degree
a triple-accredited business school, as accreditation will be validated and awarded
well as Chartered Manager Status through by Coventry University.
the Chartered Management Institute. The
program covers personal leadership and
team management, and provides participants
with a holistic understanding of business
so that they are equipped to add value
across your organization.
hult.edu/exec 27
 Leadership
and People
Through our practical research we have developed programs
that instill lasting behavioral changes, making your leaders
more persuasive and adaptable.

30 The Transformational Leader

32 The Leadership Experience
34 Leading through Influence
35 Performance through People
36 World Class Mentoring
37 Thriving in Leadership
38 Masters in Leadership and Management

28 hult.edu/exec 29
Leadership and People - Open Program

“The program was one of the

best management trainings I have ever
experienced. It was a great opportunity
to get out of the day-to-day routine and
The Transformational Leader refocus and re-energize.”
Reinhard Denk
Head of Controlling Life and Health Reinsurance
A personal development journey for experienced leaders Munich Re

looking to explore new challenges and leadership approaches.

Length: 5 days | URL: hult.edu/exec/ttl
Program overview
This program enables leaders to accelerate
their journey towards the next level of growth,
both personally and professionally.
Participants are looking to improve the
quality of collaboration, have more honest
conversations, and help individuals feel
braver so that they release the energy
and enthusiasm that drives innovation and
transformation. This program uses the
principles of purpose and legacy to help
leaders enhance their motivation, energy,
and resilience.
This program focuses on five key themes:
1. Leadership intelligence
2. Resilience
3. Framing and re-framing
4. Intuition and agility
5. Connection
Participant outcomes
As a participant, you will:
• Understand why you lead and what you
believe is important. You will discover
where you need to change and what
you need to focus on
• Clarify your ambition and (re)discover
your unique purpose that is rooted in
who you are
• Identify and reframe beliefs, patterns
and tempting ego traps whilst gaining
a greater sense of empowerment
and freedom
• Strengthen your personal resilience
through greater self-awareness and
self-care practices
• Learn the art of Mindful Leadership—
being present, on purpose, and without
judgement, as a daily practice
• Learn how to increase your agility and
ability to respond to challenging situations
with poise, presence, humility, and humor
Organizational outcomes
Senior leaders will develop their capacity
and confidence to think on their feet, be
agile, and respond effectively ‘in the moment’
to emerging situations. Uncertainty and
challenge need to be met with resilience
and determination but equally the use of
humor and a ‘light touch’ are sometimes
the best responses in order to engage and
motivate others. If leaders are to enable
others to take initiative, to innovate, and
to act autonomously, they need to be able
to reduce anxiety and build trust. They will
gain insight into their preferred leadership
intelligence and how to effectively blend
different approaches into their roles back in
the workplace.
Participants will return to work with the ability
to shift some disempowering patterns, remain
positive and as a result have an increased
ability to innovate, experiment, and avoid
repeating patterns of activity that are no
longer helpful (and perhaps never were).
As we have been going through a period
of reorganization, I wanted to refresh my
leadership skills to help me meet some of the
new challenges I now face. I was particularly
interested in looking at how to improve the
effectiveness of my team and support and
motivate them through change.
I enjoyed the highly interactive nature of
the program and there was a real diversity
of subjects and teaching styles, and a lot of
working in groups with peers and learning
from their challenges and experiences. I felt
that my horizons were really broadened.
Right at the start of the program we had the
chance to discuss different leadership styles
and frameworks and think about which were
the most relevant to our own situation. That
allowed me to think about the challenges
I am facing in a very structured manner,
and set the scene for the rest of the week.
Some of the more unusual elements of
the program were particularly thought-
provoking. The session with a professional
clown, for example, encouraged us to
step into a completely different, unfamiliar
environment and to be spontaneous.
It was highly relevant because in the work
environment there are always surprise
situations and you need to be able to react
in a meaningful way on the spot.
As a result of this program, I try to be
a more conscious leader—to be more aware
of what I do and why I do things, and try to
develop more beneficial approaches that will
hopefully develop into habits over time.

Who is this program for?

Experienced mid- to senior-level leaders
who are comfortable with many tactical
areas of leadership such as giving feedback,
having difficult conversations, and conducting
performance reviews. They are looking to
dive deeper into analyzing their leadership
styles and make some of the changes needed
to reach the next level of development.

30 hult.edu/exec 31
Leadership and People - Open Program

“It was innovative, immersive, and

fulfilling. It was a very tailored approach
and I left with practical takeaways that could
immediately be adapted to my everyday
The Leadership Experience work and life.”
Rob Pearse
Head of Contractors and Installers
An immersive experience where your leaders will Rexel U.K. Ltd

confront tomorrow’s leadership challenges.

Length: 3.5 days | URL: hult.edu/exec/tle
Program overview
In these turbulent times, organizations
need leaders who are prepared for the
unexpected. Based on Ashridge research
into what leaders wish they had known
10 years ago, this immersive program
launches participants into the future,
encountering the critical events that leaders
say have shaped their careers. Our research
indicates that facing these challenges now
and developing the strategies to cope with
them builds the necessary muscle memory
to help high-potentials lead in the future.
Participants will receive extensive feedback
to develop their self-awareness and self-
management capacities, and will learn about
leading in ambiguous and uncertain contexts.
Participant outcomes
As a participant, you will:
• Develop your confidence to step up into
challenging leadership situations and
make decisions within an uncertain and
ambiguous environment
• Handle difficult and emotional
conversations with confidence, self-
awareness, and emotional intelligence
• Effectively manage your own stress,
resilience, and recovery
Organizational outcomes
Our research has found that people learn
best when they feel stretched, but they
also need to feel equipped to take on the
challenge. This is exactly what we aim to do.
Participants will return to work capable
of managing difficult situations, be more
self-aware, and be able to lead and make
decisions in ambiguous and volatile contexts.
Virtual learning option
Working virtually is becoming
increasingly common in many
organizations, and there is a need for
executives to effectively lead in this
digital environment.
Our recent research compared the
learning outcomes of in-person
versus virtual learning. The results
showed those who completed the
virtual learning option displayed the
same competency development and
behavioral change as those who
attended in person.
Length: This program is offered
as a virtual learning option that takes
16 hours to complete over a three-day
period, with the same outstanding
participant and organizational
outcomes.
In my first one-to-one session, my tutor
suggested I would get more out of it if
I stopped holding back and used the program
to expose myself to risky situations. After
that, I experienced many different emotions.
In one of the exercises, I became quite
confrontational but it was interesting to hear
that the others thought I looked calm.
Wearing a heart rate monitor gave useful
insights into how I react physically in
situations. When I felt I was at my peak of
pressure, the monitor showed a very different
picture. It made me realize that the key to
improving my performance is to improve
my coping methods.
The group feedback sessions were
immensely valuable. We discussed the
positive and negative aspects of our
performances under pressure. A big
takeaway was to remain true to myself,
especially under pressure.
I have always had good relationships with
colleagues, but previously I had more of
a directive approach. I am now much more
aware of the importance of making people
feel like a valued part of the process as it
can significantly improve results.
Shortly after Ashridge, I was promoted to
Head of Contractors and Installers. It is
a significant promotion and the interview
process was rigorous. Ashridge helped
me present myself to key stakeholders.
It also showed me how I can use Emotional
Intelligence to tailor my approach in order
to drive improved performance and to
anticipate people’s reactions.
Ashridge has made me a more effective
individual, improved my performance, and
will help me maximize the performance and
potential of my new team. The program
had a huge impact in a short space of time—
it is an excellent ROI.

Who is this program for?

High-potential managers or specialists
possibly on a fast-track towards greater
leadership responsibility. They are looking
to accelerate their leadership growth by
several years, and are intrigued by the idea
of a uniquely immersive simulation that will
deliberately place them under carefully
measured stress.
This program is not for the faint
hearted, but in the future, when it really
matters, participants will be far better
equipped to respond to uncertain and
volatile environments.

32 hult.edu/exec 33
Leadership and People - Open program
Leading
through Influence
Perfect the ability to persuade
key stakeholders.
Length: 3 days | URL: hult.edu/exec/lti
Program overview
In today’s hectic and complex business
environment, managers and leaders
must influence and persuade others by
creating successful and effective working
relationships. Whatever their level in your
organization, the ability to influence is critical
to their impact, reputation, and success.
They cannot be an effective leader or
manager if they cannot relate to and
influence others.
This program will help diagnose, analyze,
and refine the influencing approach
and style of participants, as well as practice
the latest strategies for persuasive success.
Our goal is to develop an individual’s
confidence in influencing others, so we
provide an extremely supportive environment
in which they can assess and improve
the skills required to create successful
working relationships.
34
Who is this program for?
Participants who have management
experience and a good understanding of
how to make the most of their team, they are
looking to improve their ability to persuade,
gain buy-in from, and influence other internal
and external organizational stakeholders.
They will be a manager or leader who must
influence others to achieve success in their
current or future role. Participants need to
work with others by obtaining voluntary
buy-in, commitment, and cooperation.
“I could immediately
apply the influencing
techniques. They are brilliant
in their simplicity and
work fantastically.”
Alison Fleet
People Strategy Manager
British Airways
Participant outcomes Organizational outcomes
As a participant, you will: Your managers will return to work having
• Develop the understanding of your mastered our influencing techniques,
influencing strengths and how to adapt energized and ready to apply their learning.
your approach to suit others They will have the know-how to generate
enthusiasm and motivation among those they
• Acquire a range of tools and
need to influence owing to improved body
techniques which could be applied to
language, a louder voice, higher awareness of
an influencing scenario
themselves and others, and the capability to
• Gain the ability to influence strategically
adapt and flex their style and build productive
and successfully work with a range of
working relationships.
stakeholders
• Have the opportunity to work on your
own influencing challenges and gain the
confidence to implement your ideas back
at work
Leadership and People - Open Program
Performance
through People
Develop the skills to engage, motivate,
and build high-performing teams.
Length: 5 days | URL: hult.edu/exec/ptp
Program overview
The success of your organization depends
on the ability of your managers to lead teams.
This program will guide them through all
aspects of people management. Managers
will have the chance to review their
management approach, and learn how to
motivate, delegate, and coach their team
to success.
Dealing with difficult conversations
and performance challenges, as well as
understanding how to build and mobilize
teams, and manage performance through
times of change and uncertainty are
essential skills for building a positive
performance culture.
Who is this program for?
Participants directly or indirectly responsible
for managing the performance of others
and delivering results through teams.
They need to have the skills to contribute
to the success of their team and organization,
and they know that genuine engagement is
the best way to create sustainable, productive
working relationships.
Participants will be looking to improve their
proficiency to deliver feedback, handle
difficult conversations, and inspire different
types of team members. They want to
accelerate their ability to develop high
performance from others.
“For the first month
after my program, I regularly
had to refer to my notes
to help me decide which
leadership style I needed to
employ given the situation.
But now I’m able to identify
the right style intuitively.”
Jesper Fabricius
Head of Communications
Ramboll Denmark
Participant outcomes Organizational outcomes
As a participant you will: Your managers will develop the skills to
• Develop the ability to enhance your engage and motivate, facilitate change,
own performance and the performance and build high-flying teams, and gain valuable
of others space and opportunity to test them out before
applying them back at work. Participants are
• Acquire the skills to build agile and high-
immediately able to transfer the relevant skills
performing teams, globally and locally
back in the workplace and have the courage
• Identify how to engage and motivate your
to tackle conversations they have put off or
team to achieve long-term results shied away from previously.
• Foster the confidence and ability to coach
others and handle difficult conversations
with self-assurance
hult.edu/exec 35
Leadership and People - Open program
World Class
Mentoring
Where the world of elite sport and business
collide. Spend time with, and learn from,
elite sportsmen and coaches.
Length: 5 modules: 3 x 2 days, and 2 x 1 day | URL: hult.edu/exec/wcm
Program overview
This is a world-leading program that sees
people from both the business world and
elite sport collaborating and learning from
each other. Mentoring skills are essential to
how today’s leaders influence and inspire,
and it is becoming increasingly clear that
talented millennials are looking for leaders
who can mentor them, as well as lead them.
This means that mentoring skills should
become an integrated component of
a leader’s success.
Mentoring talented people within a highly
demanding environment requires a
methodical understanding of how people
flourish under pressure. The worlds of elite
business and elite sport both generate
intense pressure environments and yet can
appear as two different ecosystems. There is
much to be gained from understanding the
winning approaches within each.
36
Who is this program for?
Leaders responsible for the performance
of others, and where their role is to
accelerate their development and facilitate
their achievements. Your leader knows that
genuine engagement is the best way to
create sustainable and effective working
relationships, and they are willing to evaluate
and renew their own leadership through
a mentoring approach in order to release
the best potential in others.
“Developing my own
model of mentoring required
me to really examine myself
and what I stand for very
closely. What I have now
allows me to be completely
authentic in how I engage
with people. It is already
resulting in deeper and more
profound conversations and
insights than before for clients.”
Paul Smith
Project Manager
Mott MacDonald
Participant outcomes Organizational outcomes
As a participant, you will: Your leaders will have a greater self-
• Motivate others to unlock their full potential awareness and an understanding of how to
apply appropriate systems and processes
• Inspire team excellence by demonstrating
to manage themselves and high-performing
your own understanding of the challenges
teams. They will return to work with a clear
of sustainable success in high-performance
picture of team success and an initial plan
environments
for how to achieve continued success.
• Be able to build and nurture an agile
Importantly, they will understand what it
culture capable of responding to
means to be an authentic leader and role
volatile, uncertain, complex and
model within an organization, with the
ambiguous demands capability to be agile and flexible in
• Have a unique new perspective of response to change.
yourself and on your performance
• Have the opportunity to become a U.K.
Sport endorsed mentor, enabling you to
mentor some of the brightest and most
promising elite coaches within the U.K.
Sport system
Leadership and People - Open Program
Thriving
in Leadership
Learn through sport, to develop personal
resilience to optimize performance
under pressure.
Length: 3 days | URL: hult.edu/exec/til
Program overview
Drawing on Ashridge’s 20 years of
experience exploring the key behaviors
of international professional sportspeople,
this program is interactive and challenging,
helping your managers to develop
approaches to optimize performance,
resilience and engagement, while reducing
the risks of stress and burnout.
Participants develop their own style of
leadership by having greater self-awareness
and being mindful of the impact their
behavior has on others, equipping them
with practical approaches to delivering
high performance. Heart Rate Variance
monitors are used as an effective tool for
participants to understand how they
respond to pressure, and accelerating
their understanding of what helps and
hinders their personal performance.
The program focuses on three key elements:
1. Psychological resilience
2. Physiological resilience
3. Organizational resilience
Who is this program for?
Leaders that are directly responsible
for delivering results at either a team or
an organization level. They will be interested
in increasing their own resilience in practical,
pragmatic ways through an enhanced
understanding of their psychological and
physiological response when they are under
pressure in the work environment.
“This program is
based on significant research
into heart rate variance
and the physiological and
psychological effects of long-
lasting learning. It is about
taking insights, research, and
experience from sport to
develop leaders that thrive
under pressure.
Stuart Pickering
Program Director and Director of Business
and Sports Partnerships
Participant outcomes Organizational outcomes
As a participant, you will have: Your leaders will have a greater self-
• A clear view of your well-being and the awareness and an understanding of how to
consequent ability to perform at the apply appropriate systems and processes to
highest level both mentally and physically, lead themselves and high-performing teams.
particularly under pressure They will return to work with a clear picture
of team success and an initial plan for how
• An assessment of your personal resilience
to achieve continued success. Importantly,
and ability to adapt, respond, and thrive in
they will understand what it means to be
the face of adversity, by applying a range
an authentic leader and role model within
of resources
an organization, with the capability to be
• An increased awareness and agile and flexible in response to change.
understanding of the role of sleep on your
behavior and performance in order to meet
the expectation to function consistently
at your best in challenging and/or
stressful situations
hult.edu/exec 37
Leadership and People - Qualification

Who is the program for?

Masters in Leadership Building on 35 years’ experience of creating

and delivering one of the world's leading
MBA programs, this Masters degree prepares
experienced managers and functional

and Management specialists for their acceleration into strategic

leadership roles.

(U.K. Degree Apprenticeship Level 7)

Accelerate the progression of your

senior leaders with a Masters qualification.
Length: 2 years | URL: hult.edu/exec/mil

“This program aims

to develop leaders who create
a positive impact. Leaders who
are able to set direction,
purpose, and strategic intent,
who understand innovation
and global market trends,
and who are able to build
innovative and supportive
cultures that deliver results in
a fast-changing world.”
Amy Armstrong
Academic Director, Masters in
Leadership Degree Apprenticeship

Program overview
Through the U.K. Apprenticeship Levy,
organizations are investing in the future of
their organization by building a diverse and
highly skilled workforce with an agile mindset,
capable of adapting to a constantly changing
business environment.
Upon successful completion, participants
are awarded an Masters in Leadership and
Management.
The program content includes:
• Module 1: Strategy and Marketing
• Module 2: Leadership 2030
• Module 3: Finance and Risk Management
• Module 4: Innovation and Digital
Transformation
• Module 5: Personal Impact and Branding
• Module 6: Enterprise and Operations
This program is delivered through a highly
interactive set of activities including:
• Lectures and webinars
• Simulations and experiential learning
• In-class and virtual discussions
• Live cases and company speakers
• Self-directed virtual study
• Group and project work
Each module consists of:
• Five days face-to-face
• Followed by 12 weeks of virtual study
• Continuous on-the-job learning and
application of knowledge
Final Action Project: participants will
undertake a strategic business challenge
and use academically rigorous research
methodologies to deliver actionable
recommendations to the organization.
The aim is to further develop knowledge,
synthesis, analysis, and overall critical
understanding of a range of strategic
business disciplines, by allowing participants
to apply their learning to their organization in
an ever-changing real-world environment.
Organizational and participant outcomes
Upon completion of this Masters Program,
participants will have a solid foundation of
management and leadership capabilities;
and be able to drive your organization
forward with the agile mindset needed to
succeed in our ever-evolving world.
Participants will gain a Masters in Leadership
and Management from a triple-accredited
business school, as well as Chartered
Manager or Chartered Fellow professional
recognition.

38 hult.edu/exec 39
 Strategy and
Execution
Our programs are designed to provide the tools required
to think strategically, find the best way to make tough
decisions, and deal with the challenge of turning plans
into action. Specialist programs focus on particular areas
for development, such as finance, growth and innovation,
and the digital era.

42 Strategies for Growth and Innovation

44 Translating Strategy into Action
45 Strategic Decisions
46 Designing Operating Models
47 Finance for Non-Financial Managers
48 Winning through Digital Disruption
50 Digital Strategy Programs

40 hult.edu/exec 41
Strategy and Execution - Open Program

“Ashridge provided
the impulse to push our
Strategies for business further.”
Emma Dagnes

Growth and Innovation Commercial Director

Alexandra Palace

Leaders learn the techniques to foster creative
innovation and develop a growth mindset within
your organization.
Length: 5 days | URL: hult.edu/exec/sgi
Program overview
For many executives, it is a career-long
struggle to bring innovation that drives
growth to their organization. This highly
practical program draws on the best thinking
in applying innovation, and explores in detail
how to make innovation work for the benefit
of your company. Participants will learn how
to identify and harness opportunities to
innovate, optimize, and scale your business.
Participants are able to focus on their own
innovation challenges in an innovation lab,
which helps them to develop new ideas
and products and services. They will get
the opportunity to apply the tools and
frameworks, test their thinking, learn from
others, and gain insights from their peers
alongside experienced professionals in the
innovation field.
We bring in expert practitioners to inspire
and support participants during the program.
This includes working with our partner,
RocketSpace, the largest global start-
up incubator, who have nurtured Airbnb,
Hootsuite, and Uber. Participants will gain
first-hand insights through interacting with
RocketSpace’s real life innovation situations.
Participant outcomes
As a participant, you will:
• Learn to develop new ideas, taking fresh
insights back into the workplace with
a plan on how to execute them
• Understand and harness the drivers
of growth and innovation in order to
achieve accelerated value creation for
your organization
• Understand growth and innovation
frameworks and confidently apply them
to your organization
• Be given the practical tools needed to
develop innovation, creativity, and strategy
in a unique combination
• Be equipped with tips and processes for
encouraging innovation and releasing new
ways of working in your teams
• Generate creative customer-centric ideas
and adapt them to suit your business’
capabilities and constraints
Organizational outcomes
After this program, your leaders will be able
to assess your organization’s growth options
and identify new digitally transformative ways
to shape your company’s strategic future.
Participants will return to work with the ability
to shift and revitalize some disempowering
patterns, remain positive, and as a result,
have an increased ability to innovate,
experiment and avoid repeating patterns
of activity that are no longer helpful
(and perhaps never were).
Before attending the program, our
organization had been through some big
changes. Roles had been created which
attracted a new and dynamic workforce.
While change is always challenging
in any environment, I was determined to
ensure I could continue to lead growth and
innovation across the business into the
next financial year and beyond.
The breadth of businesses represented
on the program was enriching and the
experience helped me scrutinize our business
and identify various growth areas. It provided
me with extremely useful frameworks for
analyzing ideas and working out which ones
might actually be ‘Trojan horses’ even though
they all look good on paper. This has been
invaluable and has helped prevent expensive
mistakes, particularly on the events side of
our business.
Throughout the program we learned new
strategies for generating creative growth
ideas, and from this we explored what we
would do more of, less of, or drop all together.
Specific case studies gave me very concrete
examples of various creative ideas with
proven success, which triggered ideas that
we could apply in our business.
Alexandra Palace is going through a major
regeneration program. During this time the
commercial business needs to continue to
grow and innovate. It equipped me with the
business frameworks we need to ensure that
we continually challenge ourselves and do
not become complacent.
Ashridge offers a unique learning
environment. For me, the credibility of
the program lies with the faculty who could
articulate their personal business experiences
into classroom and workshop learning.
Investing in our people is critical to our
success and Ashridge provides everything
we look for when making an investment.

Who is this program for?

Innovation leaders searching for new ways of
future-proofing your organization’s long-term
strategy by pre-empting disruptive influences
in the marketplace and uncovering creative
options for growth. Participants may have
the responsibility for driving the development
of new ideas and innovation practices in
your organization.

42 hult.edu/exec 43
Strategy and Execution - Open Program
Translating
Strategy into Action
Leaders develop the understanding of
how to transform ideas into tangible results.
Length: 5 days | URL: hult.edu/exec/tsa
Program overview
Our research indicates that 70% of strategic
plans fail to be executed. The most common
reason behind this failure is cultural blocks.
Participants learn how to implement strategy
and understand what the blockers are likely
to be. Participants will be equipped with
a set of practical, simple, yet powerful tools
and organizational frameworks to enable
strategy to be turned into action so that your
organization gets results in this increasingly
unpredictable world.
With over 50 years of experience consulting
with organizations, we have mastered the
technique of bringing strategic frameworks
to life in innovative ways. Through analyzing
famous cinematic battle scenes and
modern relevant case studies—among
other methods—participants will learn
the link behind behavioral influence and
strategy translation.
44
Who is this program for?
Managers tasked with implementing
strategy or managing organizational change.
They need to be equipped with the tools
necessary to turn strategy into actionable
plans that yield tangible results for
your organization.
“The group came
from such a diverse mix of
sectors. I discussed the
challenges I was facing and
gained different perspectives
on how to best handle them.”
Daniel Shaughnessy
Senior Investment Operations Manager
Canada Life
Participant outcomes Organizational outcomes
As a participant, you will: Your leaders will return to work with a set
• Design an engaging strategy of practical tools for use in strategy execution
execution process and be able to choose the most relevant
technique for its successful implementation.
• Introduce the disciplines and processes
Through the creation of their execution
that ensure projects are completed
roadmap, they will have overcome any
• Identify where resistance to execution
personal and organizational barriers
exists and apply techniques to overcome and ambiguity.
it and secure support
Your leaders will be able to work with
• Support the translation of high-level behaviors and values to engage teams and
goals into objectives and initiatives that gain stakeholder buy-in to enable execution
can be put into action and lead to and ensure lasting change.
successful results
Strategy and Execution - Open Program
Strategic Decisions
Learn essential frameworks to
evaluate strategy, generate options,
and make better decisions.
Length: 5 days | URL: hult.edu/exec/sd
Program overview:
This practical and highly interactive program
will help participants improve the quality of
their strategic decision-making. By reflecting
on how strategy is formulated, they will come
to understand how their future decisions can
affect your organization.
The program includes a day-long simulation
including a decisions process in which
participants can feel first-hand the pressures
and strains inherent in making strategic
decisions. The opportunity to immediately
apply their learning will enable your managers
to make more robust decisions in the future.
This program is divided into two: first,
a two-day module on strategy tools, and then
a three-day module on formulating strategy
and designing an effective strategy process.
Though we encourage participants to attend
both modules for the maximum benefit, they
may choose to attend just one.
Who is this program for?
Managers in either general management
or functional positions who want to
understand how best to structure and
execute a strategic decision. The program
is particularly well-suited to managers
who increasingly find themselves involved
in determining function strategy or
contributing to the development of
business level strategies.
“I have genuinely
found this program to
be outstanding—I would
recommend it to anyone
with strategic decisions
to make.”
Martin Prendergast
Arts Manager
Guardian Newspapers
Participant outcomes Organizational outcomes
As a participant, you will: The program gives participants a thorough
• Learn to use practical tools for grasp of modern concepts of strategy
developing strategy, identify potential analysis. It also highlights how strategic
biases, and manage the decision process decisions are heavily influenced by the
process used to arrive at the decision
• Understand the difference between
—the way managers deal with uncertainty,
operational and strategic thinking
the internal politics, and power groupings
• Improve the rigor and breadth of in your organization. Participants will return
your strategic thinking to work able to manage the process of
• Improve the quality of strategic decisions decision-making.
within your organisation
• Develop robust processes to address
biased decisions, and how to stimulate
the creation of new strategic options
hult.edu/exec 45
Strategy and Execution - Open Program
Designing
Operating Models
Align your operations with
your business strategy.
Length: 3 days | URL: hult.edu/exec/dom
Program overview
Before an organization can operate,
managers must make many decisions.
What to insource and what to outsource?
What processes to establish? Where to
locate? Who to hire and what terms of
employment to offer? What information
systems to set up? How to structure the
organization? These decisions are normally
made at different points in time by different
functional leaders. This program focuses
on how to make all of these choices align
with each other and the organization’s
overarching strategy.
Participants will learn how to convert strategic
ideas into design principles, and design
principles into operating choices. They will
learn how operational insights can lead to
new strategies.
46
Who is this program for?
Managers involved in improving and
transforming their operations, particularly
if their work involves translating business
or functional strategies into operating
choices. Participants come from a range
of functions, including Strategy, HR, IT,
Transformation, Finance, Lean, Business
Improvement, and Operations.
“We were presented
with numerous tools to
develop an OM from scratch
or transform an existing one
which is measurable, and
that’s what makes it different.”
Nick Ouston
Management Information Manager
EDF
The program covers the tools needed Organizational outcomes
to design a high-level operating model: Using real-life situations, practical
a concise 10 or 20-page document. examples, and a day spent working through
The Operating Model Canvas provides an executive-led case study, participants
the framework for the tools, and a template will leave with the ability to design better
for a one-page model.
operations. As a result, your organization
will have a closer connection between
operations and strategy, enabling it to achieve
Participant outcomes
its objectives faster, using fewer resources.
As a participant, you will:
Insights generated from analyzing operations
• Develop a high-level operating model could lead to an improvement in strategy.
for an organization or a department
• Lead a project team working on a target
operating model
• Produce a visual representation of your
organization’s operating model for debate
with other executives
• Contribute as a team member when
reviewing project operations
Strategy and Execution - Open Program
Finance for Non-
Financial Managers
Acquire the knowledge to understand and
speak confidently about core financial concepts.
Length: 3 days face-to-face or 6 weeks online | URL: hult.edu/exec/fnf
Program overview
The Finance for Non-Financial Managers
program aims to demystify finance by
explaining terminology, concepts, and
principles in an easy to understand way.
A range of practical tools and techniques
are introduced and used to help analyze,
interpret, and evaluate financial information,
and to assess the financial impact of
organizational decisions.
Once your managers begin overcoming
the practical challenges, they will grow in
confidence and realize there is nothing
daunting about understanding finance and
making financial decisions. Topics include:
• Financial statements: profit and loss,
balance sheets, and cash flow
• Working capital, depreciation, and profit
• Contribution and break-even
• Payback and discounted cash flow—net
present value (npv) & internal rate of return (irr)
• Value creation
Who is this program for?
Managers who do not work in finance,
but who are looking to better understand
financial terminology and concepts so
they can confidently make meaningful
contributions to strategic financial decisions.
“This program was
a perfect introduction to the
key financial metrics that affect
every organization.”
Neil Greig
Director of Policy and Research
Institute of Advanced Motorists
Participant outcomes
As a participant, you will gain: Virtual learning option
• A better understanding of financial The virtual program is scheduled to
concepts, terminology, and metrics be completed over an elapsed time of
six weeks—with participants able to
• An increased confidence when analyzing
undertake the work on the modules at
and interpreting financial information
a pace which suits them and fits in with
• An improved appreciation of the impact their other commitments. Participants
of management decisions on your are able to familiarize themselves
organization’s financial performance
with the tools and software and take
• Greater awareness of the key financial an online quiz to enable them to assess
drivers of performance and value their current level of understanding.
Length: The program is structured into
Organizational outcomes three sections—each runs over a two
week period. Each section includes
Managers return to the workplace with
a range of video, audio, and written
a clear and thorough understanding of
content, with questions and quizzes
financial terminology. They will have an
to test understanding. Participants can
increased confidence in their ability to
also take part in online and webinar
analyze and interpret financial results, and
discussions, where questions can be
a greater awareness of how management
raised with program faculty.
decisions impact financial decisions and
the performance of the organization.
hult.edu/exec 47
Strategy and Execution - Open Program

Winning through “We could not have imagined

a better approach. The caliber and diversity
Digital Disruption of innovative ideas that sparked out of this
program was inspiring.”
A highly-immersive experience delivered in consortium Dennis de Munck
Talent Acquisition Manager
with Ferrari, one of the world’s most iconic brands. Ferrari S.p.a

Length: 3 days | URL: hult.edu/exec/wtdd

“The highlight was to engage with

Program overview
The global economy is increasingly impacted
by the volatile and uncertain world. Digital
disruption is playing a major part, particularly
in areas such as e-commerce, platform
business models, predictive analytics, AI,
conversational commerce, and cybersecurity.
It is already producing today more data than
most organizations can deal with.
McKinsey estimates that by 2025, big-data
insights from connected devices alone will
yield $11 trillion of potential economic value.
While most recognize the tremendous
opportunities of embracing a new digital
future, many organizations find the transition
difficult, expensive and fraught with pitfalls.
With the integration of case studies and
participant input, digital futures and strategy
frameworks, participants will learn from each
other alongside our faculty to see uncertainty
as opportunity. They will create high-level
portfolios of strategic options that have
a better chance of yielding digital success.
Led by Silicon Valley faculty, participants
will experience this highly-interactive program
and enjoy exclusive access to Ferrari,
consistently ranked as one of the world's
most inspiring brands.
This program includes a unique immersion
of the iconic Ferrari brand in its birth-town
of Maranello, Italy, or in Miami, U.S.A.
Participants will experience the thrill of driving
a Ferrari car, and gain access to an exclusive
Ferrari experience.
Participant outcomes
As a participant, you will:
• Develop the confidence and skill
set to better understand the latest trends,
drivers, and implications for digitization,
and build your digital future with a proven
foresight framework
• Leverage tools such as design thinking,
lean start-up, and scenario planning
• Craft concrete innovation moves for your peers from other industries and companies,
own organization’s digital business model,
and pro-actively position customers and and learn from each other’s similar digital
competitors, new entrants and suppliers challenges. It was also great to have a diverse
• Gain knowledge of best practice
programs and tools, the potential team working on a Coke-related digital
pitfalls and successes involved in digital
transformation programs innovation opportunity and for us to stand
out in a crowded digital space.”
Organizational outcomes
Your digital leaders will work together with Program participant
Global Innovation Director
our experts and other participants on “live”
Coca-Cola
digital business challenges, and share their
best practices and challenges to find new
moon-shot growth innovation ideas.
They will return to work with greater insights
into the different ways in which the digital
landscape can and will evolve, and be
prepared with the right strategies. They
will develop tangible digitalization tools
and actionable moves to future-proof your
organization through trend ecosystem
analysis and capability building frameworks.

Who is this program for?

Experienced managers, directors, or
leadership team members. They are keen to
shape the future direction that digitalization
will take for your brand and organization.
Participants include a diverse mix of tech
disruptors and start-ups, as well as global
multinationals from the financial services,
retail, telecommunications, healthcare, and
lifestyle sectors. In the past, this program has
included participants from Uber, Unilever,
Coca-Cola, Swarovski, Puma, Continental,
ThyssenKrupp, Deutsche Telekom, and
Merck, among many others.

48 hult.edu/exec 49
Strategy and Execution - Open Programs
Digital Strategy Programs
As part of our promise to equip leaders with the knowledge
and confidence to embark on bold, transformative digital
strategies, we have introduced four new programs around some
of today’s most disruptive technology advances.
These highly innovative programs are
designed with flexibility and practical
application at the forefront, covering not
only the digital technology itself, but also how
to develop strategy around it, and importantly
how to turn that strategy into execution.
Each program combines scheduled face-to-
face modules with flexible self-study modules.
Participants will use our web-based nano-
programs, alongside peer-group feedback
sessions and webinars.
Each Digital Strategy
Program has the
following structure:
50
The programs are nine months in length
and have three entry points throughout the
year. They are broken down into 10 days
of synchronous learning, and five days of
asynchronous learning.
Pre-program
Introductory exercises
and program overview
Cohort 1: October 2018
Cohort 2: February 2019
Cohort 3: June 2019
Prior to the program’s start,
the following elements are completed:
• Line Manager questionnaire
• Participant learning objectives
• Description of the program
and an explanation of the learning
journey through exploratory
questions such as:
- What will I learn at each stage?
- How will I make best use of
my learning?
Our current Digital Strategy
Programs are:
• Digital Strategies: Artificial Intelligence (AI)
• Digital Strategies: Big Data
• Digital Strategies: Blockchain
• Digital Strategies: Internet of Things
Learn
Nano-program
Cohort 1: October 2018
Cohort 2: February 2019
Cohort 3: June 2019
This nano-program will describe
the chosen disruptive technology,
its potential benefits and uses,
and help participants find examples
and opportunities for its application
in their own business.
• Participants will explore diagnostic
tools to measure how ready
they are to adopt new disruptive
technologies.
• The challenges of the disruptive
technology will be highlighted.
• Participants will be able to
articulate the type of opportunity
they would like to work on with
their disruptive technology.
Innovate
Strategies for Growth and
Innovation Open Program
Cohort 1: October 15-19 2018
Cohort 2: February 11-15 2019
Cohort 3: June 10-14 2019
We help participants take their disruptive
technology idea and develop it into
a roadmap for implementing initiatives.
Participants will contribute to a live
feedback webinar discussing the
disruptive technology chosen.
See page 42 for more information
on the Strategies for Growth and
Innovation program.
Execute
Translating Strategy into
Action Open Program
Cohort 1: February 27-March 1 2019
Cohort 2: June 19-21 2019
Cohort 3: October 2019
Participants will learn how to
execute their disruptive technology
initiative in the strategic context of
your organization.
This program includes action on their
disruptive technology challenge, and
a live feedback webinar discussing
the chosen disruptive technology.
See page 44 for more information
about the Translating Strategy into
Action program.
Measure
Nano-program
Cohort 1: June 2019
Cohort 2: September 2019
Cohort 3: January 2020
This nano-program measures and reflects
upon the participants’ own disruptive
technology journey, looking at:
• The results of their experiment
• Are they taking the right actions to
make the implementation a reality
in their organization?
• What are their learning outcomes
from the experiences they have
had, and how can these help them
develop future initiatives?
• How are they disseminating
knowledge around their learnings?
And what impact is it having?
• How to keep ahead of future trends
hult.edu/exec 51
Caption here

Organizational
Change and
Development
Our HR, Coaching, Organization Development and
Change programs provide invaluable insights and practical
solutions, whether required to formulate a winning
HR strategy, lead an organization through change,
or become a more insightful coach.

54 HR Strategy and Impact

56 Leading Change and Organization Development
58 Executive Masters in Leading Change
59 Executive Doctorate in Organizational Change
60 Advanced Organization Design
61 Coaching for Organizational Consultants
62 Masters in Executive Coaching
63 Postgraduate Diploma in Organizational Supervision

52 hult.edu/exec 53
Organizational Change and Development - Open Program

“The program helped me

put in place strategic initiatives to
support the business objectives.”
Mike Thompson

HR Strategy and Impact HR Director

Bloor Homes

Maximize business value and strategic
impact as an HR leader.
Length: 5 days | URL: hult.edu/exec/hrsi
Program overview
The HR Strategy and Impact program
provides insights and practical skills within
the context of leveraging the human network
in an organization to adapt to changing
business conditions and achieve sustainable
business success. It introduces the HR
Strategic Fundamentals framework and
explores it on strategic, tactical, and personal
levels, enabling your HR leaders to return to
your organization with fresh ideas and the
motivation to improve the HR contribution
to your strategic agenda.
Participant outcomes
As a participant, you will:
• Develop your strategic role
• Enhance the way you influence and
create ownership for initiatives with
key stakeholders to impact on the
organization
• Learn to develop and leverage
your strengths and to enhance your
personal credibility and impact
Organizational outcomes
HR leaders will return knowing how to
leverage the human potential and unleash
talent within your organization. They will have
a thorough understanding of, and be able to
ensure alignment with your strategic context,
and how to align people strategy within it.
Ultimately, participants will return to work able
to partner with greater credibility to impact
organizational culture and business results.
As HR Director I have sent leaders from The sessions with actors were a real
all of our seven locations to Ashridge.
The feedback across the board is always
highlight because they gave you a chance
to experiment with different techniques and
excellent. It helps people to grow in their jobs to get feedback. I also enjoyed mixing with
and to feel fulfilled. a wide range of sectors and nationalities.
I wanted to experience Ashridge for myself. The challenges we all face are similar. People
My goal was to improve the impact of HR were very frank which meant we learnt a lot
in the organization at a strategic level. from each other.
We needed to shift the emphasis of HR After Ashridge I started talking to key
from being reactive to proactive and to see stakeholders about how HR could have
the bigger picture. HR initiatives have to be strategic input in more areas. The program
aligned with the business objectives. Just will certainly help me put in place strategic
before attending the program, I had recruited initiatives to support our business objectives.
an HR Manager, so I had more time and
space to make changes on my return. It was
a good move.
The program was very well-structured,
starting with the strategic perspective, and
ending by looking at us as individuals and
how HR can have greater impact on our
business. It helped me understand how to
align HR with business strategy and be
more effective.

Who is this program for?

Senior HR leaders responsible for formulating
or implementing people or HR strategy will
find this program especially beneficial. They
are looking to improve their strategic impact
and influence, as well as their knowledge of
organizational development.

54 hult.edu/exec 55
Organizational Change and Development - Open Program

Leading Change and “This new program will provide

leaders with a solid conceptual foundation
Organization Development in Change and OD, and help them bring
it to life by working experientially with
A deep exploration of OD approaches to change which real-life clients and situations. We will
develops the critical relationships and levels of self-awareness support your leaders with all the feedback
required in today’s digital world. and tools required.”
Debbie Bayntun-Lees
Length: 15 days in total | URL: hult.edu/exec/lcod
Program Director
Ashridge Executive Education

Program overview
This blended program is highly practical
and will equip participants with a thorough
understanding of what Organizational
Development (OD) is. Tools and techniques
to improve practical OD skills with be taught,
and a greater awareness of self and
group process within change and OD
will be fostered.
The program will enable participants to
provide a more strategic and impactful input
(either as an internal or external agent) that
adds value to the change agenda facing your
organization. It will empower professionals to
support, enable, and create ownership with
key stakeholders to effect change and OD
in order to achieve sustainable results.
We balance theory and practice and use
the real-life cases of participants as the
content and starting point for learning.
Our faculty are all seasoned OD and change
practitioners, meaning participants will be
supported through their learning journey
by experienced change consultants.
Module one and two will be delivered fully Organizational outcomes
virtually, while module three will be delivered Participants will return to their organizations
face-to-face. Participants can sign up for both with a solid theoretical understanding
two or three modules with the option of of the latest thinking in OD and change
taking further electives at the end of the as well as some practical skills to apply in
program including the Executive Masters their workplace. They will add value to the
in Leading Change, and the Doctorate in organization, providing skilful handling of
Organizational Change. change agendas, appropriate challenge,
and a realistic view of the human impact
Participant outcomes of change and how to manage it.
As a participant, you will:
• Better understand your own role in change,
and the interdependencies of your
wider context
• Learn about yourself in the change process,
explore the notions of leader/follower,
hierarchy, power, and the process of change
• Explore the nature of change and the
relationship of cause/effect across the
spectrum of change, giving you a greater
range and confidence in the appropriate
tools and techniques to apply when
working with individuals, teams, or
whole organizations

Who is this program for?

This program is designed for those who play
a change facilitation and/or Organizational
Development role, and who need to build
relationships with a diverse range of people
across different functions. Participants
will benefit if they are an HR practitioner,
leadership and development or OD specialist,
project leader, or change agent—but the
program will be useful for anyone wanting
to learn about the field of Organization
Development and the latest thinking
around change.

56 hult.edu/exec 57
Organizational Change and Development - Qualification
Executive Masters
in Leading Change
Learning to lead change and address
the unique organizational challenges in
an increasingly disrupted world.
Length: 2 years part-time | URL: hult.edu/exec/mlc
Program overview
Challenge the way you think about strategy,
innovation, and change. This Masters will
change mindsets on global systems and
trends, and equip participants with tools
to intervene in complex, interconnected
systems, lead change and innovation
initiatives in the workplace, and effectively
engage stakeholders.
This program aims to help understand
the systemic and interconnected nature of
change today, to navigate the challenges,
to mitigate risks, and, most importantly,
to grasp opportunities.
Rooted in the realities of 21st century
organizations, the program acknowledges
the transforming nature of the world of
work today. As we reach greater levels of
understanding of the grand challenges facing
our planet today, our expectations of what
organizations can and should offer and how
they can and should be led are evolving.
58
Who is this program for?
Modern change agents, consultants,
entrepreneurs, strategists, and innovators
facing volatile disruption, and who are
looking to acquire new skills to lead
change effectively and futureproof
their organizations.
“Managers and
executives must develop
new ways of working with
complex and uncertain
situations in the pursuit
of actionable, continuous,
sustainable, ethical, and
resilient business
transformation. ”
Patricia Hind
Academic Director
Ashridge Executive Education
By staying in close connection with our Organizational outcomes
research initiatives, both participants and Participants will become effective
researchers will benefit from ‘application change leaders who are able to seek out
projects’ that challenge and extend our and identify new opportunities they can
understanding of the theory and how it then deliver themselves or through others.
helps in practice back at work. They will not be afraid to redefine their
businesses and will be respected for
Participant outcomes their ability to reshape your organization
successfully. Changes in your industry won’t
As a participant, you will:
overcome them—in fact, they will find ways
• Practice robust tools for running and
to leverage those changes by mastering the
changing organizations technical improvements while understanding
• Develop a deep understanding of the the personal behavioral changes needed to
social, environmental, and economic support the operational ones.
environment in which you operate
• Acquire the skills and confidence to
evaluate options, challenge assumptions,
This program is subject to validation
and exercise responsibility through the
and accreditation.
conscious decisions you make as a global
change leader
Organizational Change and Development - Qualification
Executive Doctorate in
Organizational Change
Advanced study and inquiry developing
thought leadership, and pursuing innovative
new practices in organizations.
Length: 4 - 5 years | URL: hult.edu/exec/edoc
Program overview
Our Executive Doctorate in Organizational
Change is an innovative, contemporary
program of advanced study and inquiry. With
the support of our faculty and fellow learners,
leaders will build on their existing skills and
knowledge, deepen their capacity for critical
self-reflection and, using provocative theory,
develop their distinctive practice.
This program aims to engage participants
in a rigorous process of inquiry and action
research. We support them in developing
their own unique contribution to their chosen
field of professional practice as they initiate
and sustain change within and across
organizations, including working on macro-
level social and institutional change issues.
Program content is immediately applicable
back into your workplace and learners
are encouraged to share their personal
experiences with fellow participants to
enhance the peer learning experience.
Who is the program for?
Executives and leaders seeking to initiate
and sustain change within and across
organizations. It is designed for those
who wish to work beyond the confines of
conventional leadership as they develop
radical new ways of contributing to the
wider environment in which our organizations
operate. Not only will participants develop
their thought leadership as they offer unique
contributions to the field of knowledge,
they will also pursue innovative new
practices and ways of working in
organizations and institutions.
“My Doctorate
helped me discover my
purpose. I have developed
a more refined way of
influencing, focusing business
on generative possibilities and
inclusivity, to flourish through
process of change. It has
unleashed a new energy in the
organization and we are going
from strength to strength.”
Pavica Barr
Senior Change Leader
Novartis Pharma
Participant outcomes Organizational outcomes
As a participant, you will: Our Executive Doctorate in Organizational
Change will benefit your organization by:
• Critically evaluate and enhance
your professional knowledge • Helping participants develop
• Understand and convey ways in which a sophisticated sense of self-awareness
knowledge is constructed in the social as they reflect on their impact and
influence in organizational contexts
phenomenon of organizations and in
the practice of consulting and how such • Address the current issues your
knowledge is used to influence learning organization is facing through rigorous
and organizational transformation work-based assignments
• Appreciate and demonstrate the ethical • Giving your leaders access to leading-
aspects of influencing in organizational edge research and the latest thinking from
settings as they apply to the individuals Ashridge faculty who are experts in this
engaged, the organization involved and the field bringing fresh insights and challenges
wider contextual socio-ecological systems firmly held assumptions
• Having access to the different perspectives
and practices shared by participants from
diverse organizations
hult.edu/exec 59
Organizational Change and Development - Open Program
Advanced
Organization Design
Create the organizational structure that
fits your strategy and people.
Length: 4 days | URL: hult.edu/exec/aod
Program overview
The Advanced Organization Design program
provides participants with the tools and
frameworks needed to assess, design, and
implement organization structures that will
deliver your businesses strategy, whether
that be a whole organization or a department
within an organization. While structure is the
backbone of this program, it also addresses
processes, people, accountabilities, ways of
working and other dimensions.
60
Who is the program for?
Experienced Organizational Development
specialists, line managers, or HR
professionals. It is particularly suited to
HR business partners working closely with
a function, division, and business unit.
Participants have typically participated in
at least two organization design projects.
“A great program,
it really challenged my
thinking and how I work.
Great balance of theory
and practical.”
Sophie Manners
Head of HR Operations
Harrods
Participant outcomes Organization outcomes
As a participant, you will: Participants will return to your organization
equipped with the theory and tools of
• Lead or contribute to a project team to
design a new organization structure for organization design work, including the nine
a whole organization or a department tests of good organization design. They
will understand the process of organization
• Analyze an existing organization to assess
design—the steps of analysis, who should
how well it is aligned to strategy
be involved, how long it should take, how
• Develop design principles for a redesign changes should be communicated, and what
project by reviewing strategic plans and their role in the process will be. Importantly,
interviewing leaders they will have awareness of the successful
methods other participants have used in their
• Develop organization options and select
the best option using the design principles business design work.
• Make adjustments to an organization Your organization will improve performance
design to ensure it is fit for purpose because of the clarity, motivation, and
improved working relationships that result
from better organization design.
Organizational Change and Development - Open Program
Coaching for
Organizational
Consultants
Developing coaching skills to engage
people at a profound level.
Length: 10 days in total | URL: hult.edu/exec/cfoc
Program overview
This program is designed to increase the
participant’s ability to engage people at
a profound level, increasing their impact
of the organization significantly. Through
a variety of psychological theories and
models, sound business knowledge, and
facilitative coaching, they will acquire skills
that will allow them to grow their coaching
and consulting knowledge and skillset.
This program has achieved the European
Mentoring and Coaching Council’s
European Quality Award (EQA) at Senior
Practitioner level.
Who is this program for?
Consultants working with organizations
or internal management development
advisors, HR professionals, and change
consultants. They will already be working
as a coach, but are looking to dramatically
increase their level of impact on individuals
in organizations.
“I came away with
heightened self-awareness and
techniques to evolve my
coaching. This has helped take
my coaching to a deeper level.”
Karen Griffin
Director of KGA Associates, business coach,
trainer, HR consultant
Participant outcomes
As a participant, you will: Team Coaching for
Organization Consultants
• Better understand others’ behaviors,
and how to respond best to enable change For individuals who wish to
enhance their coaching capabilities
• Acquire high-level coaching skills to
to facilitate clients in teams and
increase your impact and effectiveness
group settings, there is an alternative
open program, Team Coaching for
Organizational outcomes Organization Consultants.
Participants will return to the workplace
able to engage people, with enhanced
Length: 10 days in total
organization-wide impact. They will be
able to apply relevant models and theories
to improve their coaching and consulting
aptitude, and impact on individuals
and organizations.
hult.edu/exec 61
Organizational Change and Development - Qualification
Masters in
Executive Coaching
The pathway to becoming a fully
accredited executive coach.
Length: 2 years part-time | URL: hult.edu/exec/mec
Program overview
We created the two year part-time Ashridge
Masters in Executive Coaching in response
to the emergence of executive coaching
as an established and distinct profession
within the international field of individual
and organizational development. Our aim
is to raise the standard of coaching both
professionally and ethically.
The program draws on theories from
complexity science, sociology, and
psychology to come to a deep understanding
of organizations and hence the role of both
coaches and clients. We understand that
whatever theoretical insights we offer, our
practice has to be justified commercially and
as such our tutors are all executive coaches
and consultants and understand as much of
the commercial realities as they do of the
dynamics and patterns of organizational life.
Our aim is to support and empower coaches
to develop into the best executive coach
their potential enables.
62
Who is this program for?
Management and organization
development advisors, organizational and
change consultants, and executive coaches
working with a number of client organizations
or on the internal development of their
organization. Participants will need to bring
with them an opportunity for coaching
practice in between workshops.
“The Masters program
has helped me make a step
change in the level and
seniority of clients that
I coach. If you are prepared to
challenge yourself academically,
be honest with yourself about
your coaching practice and
enjoy learning interactively,
it will be an unforgettable and
very rewarding experience.”
Jude Elliman
Director
Listening Partnership Ltd
Participant outcomes Organizational outcomes
As a participant, you will: Participants will have a solid foundation of
• Be introduced to the latest models management and leadership capabilities,
and perspectives be able to drive forward your organization
with the agile-mindset needed for the ever-
• Learn about the relational approach
evolving world we live in.
to coaching
• Develop and broaden your coaching
and mentoring skills
• Develop greater self-awareness
enabling you to use your experience This modular, part-time Masters program has
while coaching others various exit points, and some modules can be
subscribed to, and paid for, individually.
• Benchmark your approaches as a coach
• Understand and be informed by theoretical
frameworks that support effective coaching
• Practice both familiar and new coaching
skills and interventions
• Acquire a personal vision of your own
coaching work
• Become part of a diverse and experienced
community of coaches
Organizational Change and Development - Qualification
Postgraduate Diploma
in Organization
Supervision
Become an accredited expert
in coaching supervision.
Length: 14 months part-time | URL: hult.edu/exec/dipos
Program overview
Supervision is making an important
contribution to the professional development
and quality assurance of consultants and
executive coaches and is becoming
a key differentiator in the marketplace.
At Ashridge, we see supervision as an
essential quality assurance process for
coaches and consultants.
This program equips coaches with the
skills, credibility, and confidence to develop
their position as a senior practitioner and
supervisor of coaches and consultants,
and is a natural follow-on from the Masters
in Executive Coaching or the Masters in
Organizational Change.
It is the only program of its kind that focuses
on organization development practitioners,
including executive coaches, leadership
development consultants, and organizational
psychologists.
Who is this program for?
Experienced organizational development
consultants who want help to enhance their
status as senior practitioners and supervisors
of coaches and consultants.
“After coaching
and consulting for 25 years,
I wanted to find another way
of making the most of my skills
and experience. I wanted the
opportunity to support other
colleagues in learning and
growing from their practice.
It felt like a natural transition,
the next phase in my career.”
Terri McNerney
Organization Consultant
Inspire the Best
Participant outcomes Organizational outcomes
As a participant, you will: You will benefit by having coaches who
• Be able to play a crucial role in improving are able to supervise and bring new
coaching and consulting outcomes through practices to your organization, with the
quality assurance, maintenance of working added credibility of an Ashridge accreditation.
alliance and containment, and improved Your coaches will have increased self-
self-awareness awareness, a broadened knowledge base,
and an extended network making them
• Be able to offer supervision as well as
viable candidates for senior level positions
finely-tuned coaching skills to individuals
within your organization.
and organizations
• Have the Ashridge accreditation quality
stamp to give clients the added reassurance
that you can offer high-level supervision This program has achieved the European
Mentoring and Coaching Council’s European
• Having more confidence in your abilities
Supervision Quality Award (ESQA) at Senior
and being able to introduce new knowledge
and skills in your daily work Practitioner level.
hult.edu/exec 63
Caption here

Our Faculty
and Approach

66 The Ashridge Partnership Approach

68 Meet our product and discipline leads

64 hult.edu/exec 65
 The Ashridge
Partnership Approach
Our uniquely customized approach to learning delivers
relevant and impactful benefits to your organization.
We work with you to identify and solve critical
business challenges through talent development and
executive education.
Our programs are carefully designed to maximize transfer
of learning. We fully integrate pre-program activity, such as
“Future leaders,
psychometrics or briefing with line managers, and where for the first time, deeply
applicable maintain momentum between modules with
action learning sets, webinars, or coaching to support the
feel their responsibility. They
practical application of the learning to the business. A key have connected to their future
focus of our programs is encouraging self-directed learning
to foster a learning culture.
role and its potential impact,
Our approach to feedback for each program is designed to and how they must now
support the application and impact of learning, and our
focus on the impact of learning is powered by our drive to
develop and grow to meet
make a positive difference for individuals, their respective the challenge. They have also
roles, and for organizations.
emerged greater advocates of Options for organizations
We not only partner with you as an organization and
your leaders, but we enable participants to maximize the the organization, our values,
opportunity to partner with their peers. By attending one
of our Qualification or Open Programs, participants have the
members, and products.” Post-Learning
opportunity to network with their peers pre, during, and post Willem van der Lee
The Open Exclusive The Open Aligned Assessment Center
program. This help them build lasting relationships across Corporate Director of Talent
a variety of organizations, industries, and nationalities. Our Open Exclusive Programs are for This option is beneficial to organizations When an organization enrolls a large
and Leadership Development organizations who would like a group of who have a number of employees number of employees into our programs,
FrieslandCampina their employees to attend an exclusive with individual development needs they may wish to see a more formalized
off-the-shelf program, at the same time. who will benefit from attending our Open assessment of their employees’
Attendees are limited to your organization Programs, but whom you would like your improvement and individual growth.
only, maximizing our ability to contexualize organization’s context, objectives, and Our assessment center involves a series
Pre-program During the program Post-program the education to the needs of your business. expectations wrapped around their program. of tests, interviews, and activities, which
This option uses ready-made content, We can add customized events and sessions take place after a program. It allows us
• Personalized self-evaluation • Practical focused classes • Participants obtain a Certificate of and is quick to implement as the programs pre, during, and post programs to bring your to evaluate an individual’s growth
delivered by expert practitioners Application by completing follow-up have already been designed for a widely group of leaders together, and align their post-learning. Organizations often find
• Ashridge Inventory of Management
work, demonstrating the impact of applicable set of learning outcomes based learning with your organization’s goals. this helpful in identifying top talent,
Skills (AIMS), a 360° evaluation of • 1:1 mentoring
learning on both the individual and on our many years of experience. and as a vehicle for providing feedback
your leaders
• 1:1 executive coaching your organization to talented individuals on strengths and
This enables your leaders to ask themselves:
• Identifying a project or challenge development areas, which can be fed
• Interactive simulations • Examples of follow-up work include: • What does this mean for me as
your organization is facing into a development plan.
• Peer-to-peer learning and feedback - Virtual 1:1 session with a tutor an individual and us as a team?
• Employer learning contract
• Personalized action plan - Group webinars with tutor • How can we put this into practice
development and peers in our organization?
• What can we plan now?
- Virtual Ashridge: access to our
online learning resource**

*These are examples of pre- and post-program exercises. Specific exercises varies by program.
** Corporate subscriptions are available to purchase for your entire organization.

66 hult.edu/exec 67
 Meet our product
and discipline leads
Our product and discipline leads are members of faculty
who design and deliver our programs. They also lead
a community of like-minded peers to learn, innovate,
and develop exciting new program designs, methodologies,
case studies, and enhanced learning experiences that are
applicable back in the workplace.
Paul Griffith
Senior Vice President, Products
Paul focuses on strategy, innovation, and
entrepreneurship. He has worked with many
organizations, including Astra Zeneca, Barclays
Bank, Erste Bank, Imperial Tobacco, KPN,
Senior plc, Skanska, and the government of
Dubai, and leads the product and discipline
lead team at Ashridge.
Before joining us, Paul worked in telecoms as a VP at Inmarsat,
where he was responsible for the global portfolio. As a member
of the executive leadership team, he took the business through
a private equity transaction and subsequent IPO. He’s also held
leadership roles at BT, FirstMark, and Datapoint. He began his
career in the oil and gas sector for Air Products.
Victoria Harrison-Mirauer
Faculty Lead in Innovation and Creativity
Victoria is an expert innovator with
17 year’s experience helping household
name organizations innovate. She works in
the areas of innovation, marketing, and digital,
with particular focus on cross-functional teams,
cultures of innovation and innovation processes.
Prior to Ashridge, Victoria founded the
Customer Experience team at leading innovation consultancy
Whatif running innovation projects for global clients across
multiple sectors including HSBC, GSK, Unilever, and PepsiCo.
Victoria has also spent seven years in the Middle East working
as Marketing Director for the Abu Dhabi Media company and
later as digital lead for the Abu Dhabi Formula One.
68
Hari Mann
Director, Product Solutions
Hari’s main interests and expertise are in
strategy, innovation, and entrepreneurship.
His research looks at how businesses develop
the culture, environment, and infrastructure
to foster innovation and entrepreneurial activities.
Hari has consulted on innovation and strategy
issues for a wide range of FTSE 100 companies,
and has worked with a number of U.K. and international
government departments.
Hari started his career at Goldman Sachs where he worked
with senior executive teams on a series of consulting projects
around the synergy and strategy alignment of companies following
a merger. He went onto the London School of Economics to
undertake a variety of roles in consulting, research, and teaching.
Sharon Olivier
Faculty Lead in Human Resources
and Talent
Sharon teaches, researches, and consults
in HR, leadership, team development,
intercultural intelligence, and talent
identification. Her latest research looks at
the future of HR, and the three key leadership
intelligences—ego, eco, and intuitive
leadership. Her clients have included Audi,
BMW, Land Rover, De Beers, JTI, and Anglo.
Sharon previously spent 20 years as a senior manager,
organizational design consultant, learning facilitator, and coach.
She started her career as an HR manager at Volkswagen, then
led human capacity building in a large consulting company,
after which she established a successful consulting practice
in South Africa.
Brian Marshall
Faculty Lead in Organization Development
and Change
Brian is an experienced OD Consultant
and coach. He specializes in helping
organizations to engage with cultural change
and in helping leaders understand the nature
of organizational change. He is deeply
interested in helping leaders navigate between
leadership theory and leadership practice
to be the most effective they can be. Brian has worked with
a range of clients in both private and public sectors globally,
and has worked on change projects in sectors such as
telecommunications, manufacturing, FMCG, and health.
Prior to joining Ashridge, Brian was the Head of Organization
Development and Design for the British Civil Service.
Erik de Haan
Faculty Lead in Executive Coaching
Erik is the Director of Ashridge’s Center for
Coaching and has 20 years of experience
in organizational and personal development.
He aims to support individuals in their search
for what is right and just for themselves and for
others in their organizations. Erik has published
over 150 professional and research articles and
11 books, covering his main fields of expertise as a leadership
and organizational consultant, facilitator, and coach.
His expertise covers process consulting for organizational
change, facilitating management teams, working conferences,
and executive and team coaching. Erik has worked with
universities, hospitals, and multinational companies.
Brian Worsfold
Faculty Lead in Strategy
Brian is an expert in the development and
implementation of business and customer
strategy. He is also a client director for a wide
range of leadership and strategy development
programs for senior leaders in the Civil Service,
and for financial service, pharmaceutical, and
engineering companies. He has taught in
a wide range of countries.
Brian’s background is in financial services. Prior to joining
Ashridge, Brian was Strategy Director for Barclaycard where he
was responsible for facilitating board-level strategic thinking in
their U.K. and international consumer and corporate businesses.
Stuart Pickering
Faculty Lead in Business and Sports
Stuart has worked at the top of professional,
international and Olympic sports for over 15
years. He focuses on enhancing high-
performance leadership, teams, building
resilience, agility, and considering the small
gains that add up to big wins. He is skilled at
helping people achieve their full potential in
extremely high-pressure environments, by drawing upon the
research and practice of developing people in the challenging
and exhilarating world of high performance sport.
He was a Performance Coach in Premiership Rugby Union for
over a decade before helping England Women’s Rugby win the
Rugby World Cup in 2014. He was a Performance Scientist for
Team GB at the Rio Olympics. He has acted as a Performance
Consultant to organizations including the British Military.
hult.edu/exec 69
 Locations and
Other Services

72 Global locations and reach

74 Other products and services

70 hult.edu/exec 71
 Global locations
and reach
As part of one of the world’s truly global
business schools, Ashridge has an unrivalled
international platform to deliver teaching
around the world. With campuses in Boston,
San Francisco, New York, London, Ashridge
(U.K.), Dubai, and Shanghai, we keep our
programs internationally and locally relevant.
Furthermore, with our faculty, adjunct,
and coaching network spanning the globe,
we can deliver anywhere—either on-campus
or on-your-premises—potentially saving you
valuable time and cost, and incorporating local
contexts and cultures into our teaching.

San Francisco
Campus London and Ashridge
Boston Campuses
Campus

Shanghai
Rotation Center

New York
72%
of our clients are
146
number of global
46
countries are taught
Rotation Center Dubai
Campus
from outside the U.K. executive coaches in every year

72 hult.edu/exec 73
 Other products Virtual Ashridge

and services
Custom Programs
In a world of disruption and uncertainty, we work in
close cooperation with organizations and leaders to achieve
lasting, meaningful improvement in performance by devising
detailed programs and interventions to transform visions
into everyday working reality.
We help organizations improve their leadership talent, strategic
thinking, and organizational culture–positively impacting the
larger world of business in the process. Whether your
organization needs help responding to specific challenges,
identifying and executing strategy, managing change,
strengthening teams, or developing leadership potential,
Ashridge can partner with you to design interventions that
immediately link learning to action.
Participants on all our programs are given access to
Virtual Ashridge–our digital solution providing key learning
and development content.
Virtual Ashridge is also available as a corporate subscription
to enable learners from across your organization to access
relevant, engaging, and interactive content online, anytime,
anywhere, and from any device. Virtual Ashridge can be
seamlessly integrated into your company platforms, and
can be aligned to your organization’s learning objectives
and visually designed to match your organization’s
Virtual Learning
brand identity.

Program design
We bring together
a dedicated program team
to partner with you to
co-create the most effective
and relevant programs,
to meet your objectives.
We agree with you what
success looks like and how
to evaluate and measure
that success.
Pre-program
preparation
To maximize learning
effectiveness and create
a continuous thread
throughout the program,
we make sure participants
are prepared and engaged
through pre-program
conversations, psychometric
assessments, reading, and
assignments.
Your customized
program
The program will be
delivered with the right
combination of academic
theory, experiential learning,
and practical application,
by faculty with extensive
business and consulting
experience.
The content will be relevant,
applicable, experiential, and
well-paced, giving time to
reflect and embed new
practices into new habits.
Follow-up
The partnership will
continue long after delivery
with a clear follow-up plan
to ensure participants and
your organization achieve
their objectives.
“Virtual Ashridge is an
innovative, simple, and trusted
source of 24/7 guidance and
development to our professional
workforce. We strive for world class
standards and Virtual Ashridge
fits perfectly.” Organizations are increasingly being spread across continents
and there is a growing demand for leaders to manage their
Lucinda Pullinger global teams, relying heavily on online platforms. We are
HR Director committed to helping organizations and its leaders learn in
Rugby Football Union (RFU) a way that is not only convenient but is also reflective of these
changing times.
All of our programs are delivered with a blended approach,
and a number of them are solely virtual, thereby minimizing
the time your leaders spend out of the office, as well as giving
them the perfect opportunity to practice leading virtually.

“Ashridge is a thought partner, supporting

us with insights into cultural patterns and ongoing
dynamics, recognizing what’s happening, and
designing interventions which interweave our
specific complexities and challenges.’’
Tom Ban
Executive Vice President Corporate HR
Swarovski

74 hult.edu/exec 75
 Other products
and services
Degree Apprenticeships
Our U.K. Degree Apprenticeships focus on immediate practical
application, enabling participants to transfer insight and
knowledge to your organization as they study.
We have designed a Bachelors (level 6) and a Masters (level 7)
degree specifically to fulfil the Degree Apprenticeship
Standards, while also matching the academic rigor of a triple
accredited business school. We offer these as open cohorts
with multiple start dates each year.
Closed cohorts are also available for those clients who
wish to develop the management and leadership skills of
entire groups of employees. This ensures that the content is
complementary to existing development programs, relevant to
the context of your industry, and reflective of the culture and
values of your organization.
We aim to ensure that your organization gets the most out of
the Apprenticeship Levy, whether you are a levy payer or
not, by providing an outstanding participant experience
and creating real, immediate, and long-lasting impact at
an individual and company level.
76
Executive Coaching
Recognizing the different realms in which leaders work,
our executive coaching is customized to the needs of
an individual leader in the context of their role and
organization, and delivered to professionally-
accredited standards.
Executive coaching provides a confidential sounding board
for senior managers who want to review sensitive issues,
such as their own leadership and management style, or the
effectiveness of their relationships with some of their key
stakeholders—direct reports, management team, colleagues,
and customers—and explore the potential impact on
business results.
The process also aims to focus on the wider work-related
agenda, notably on changes in organizational culture,
teamwork, and supporting people in successfully handling
their own particular management and leadership challenges.
All our coaches are fully accredited to Ashridge standards,
and work within our agreed code of ethics. They undergo
regular supervision to ensure quality assurance and receive
continual support and development opportunities.
Business and Sports
Partnership
Neither the sports nor business world is easy to perform in.
They are environments filled with exhilarating and exciting
opportunities, but whether preparing to win in the sports
or business arena, the realities and struggles of the journey
to success stretch us physically, emotionally, socially,
and psychologically.
This partnership brings business and elite sports together
to collaborate and learn how to deliver world leading and
sustainable high performance. It draws on the powerful
lessons, research, and experiences from both worlds.
Your leaders and teams will benefit from learning alongside
sports managers, coaches, and athletes at a globally
recognized international business school. Our methodology
is underpinned by the research, insight, and experience
that our faculty have in competing and supporting athletes,
coaches, and teams at 10 Olympic Games and nine
World Cups.
Ashridge Research
Research at Ashridge is focused on changing behaviors and
improving organizational performance; identifying solutions to
real problems facing businesses today. Our research plays
a vital role in developing new insights and leading-edge
approaches, as well as answering the questions that are
central to leaders’ minds. Our research focuses on two themes,
which cover a wide range of projects that are critical to
personal and organizational success in today's competitive,
fast moving climate.
Creating Disruption highlights the strategies that anticipate,
shape, and react to changes in international markets. What
local or global events, technology, or scenarios enable or
trigger a new strategy? How are strategies constructed,
communicated, and implemented? How well do specific
strategies perform, especially in multinational environments?
How can strategies that are successful in one market be
leveraged in another market that might be half way
around the globe?
Transforming Behavior relates to the continuous
improvement of organizational and personal leadership
practices. This involves rigorous data-driven assessment of
the interventions and programs that generate the greatest
long-term improvement in the behavior of individuals, teams,
and organizations in business settings globally.
hult.edu/exec 77
 Our
Partnerships
and Global
Challenges
80 Our partnerships
82 Global challenges

78 hult.edu/exec 79
Our partnerships
EF Education First
Language training for business, education, and government.
Over two billion people speak English as their first or second
language or are learning to do so. As the de-facto language
of business, we work with our partner company EF Education
First to support organizations to communicate and collaborate
across borders more effectively.
EF Education First help thousands of businesses everywhere
sell more, innovate more, produce more, speak to their
customers more—and ultimately grow more. They work with
over 70% of the Forbes 2000, in bespoke projects that range
from 10 to tens of thousands of learners, combining
teacher-led programs delivered virtually, face-to-face,
and via immersion abroad.
80
RocketSpace
RocketSpace helps ‘bring the future to market’ through
its global innovation ecosystem. As the accelerator where
Hootsuite, Spotify, Uber, and a myriad of other technology
companies were fast-tracked, their innovation strike rate
and reputation is second to none. Through this exciting
partnership, Ashridge are able to host programs and events
at the London RocketSpace campus, as well as offering our
clients introductions to their corporate accelerator team.
Their management team are also available as guest speakers
for our clients.
Ashridge’s expert faculty are running the RocketSpace CEO
Series–leadership development for CEOs of the member
companies at RocketSpace. Together we are conducting
research into the unique elements contributing to scaling
at speed. This partnership is the perfect blend of leadership
training and innovation and is currently the only one of its
type in the world.
Ferrari
Ashridge Executive Education, a world leader in management
and leadership development, and Ferrari, the iconic sports car
manufacturer, have partnered to deliver a unique three-day
consortium program around digital transformation.
Delivered by our Silicon Valley faculty, the partnership
offers a highly immersive experience that explores the
unprecedented speed of digital transformation, as well as the
frameworks and tools to shape a winning digital strategy for
your brand and organization. The highly immersive experience
provides an exclusive opportunity for participants to work on
digital innovation challenges, racing simulations, and attend
gala dinners in the Ferrari museum.
Ashridge Strategic
Management Center
The ASMC is a widely recognized authority on strategic
management issues within large organizations led by
a team of Directors, all of whom have held positions as
senior consultants with top strategy consultancies,
such as McKinsey and The Boston Consulting Group.
The Center has an extensive track record of publications
covering a wide range of topics such as corporate level
strategy, organization design, growth and new business,
investor relations strategy, collaboration strategy, and
mission leadership.
In addition to its strategy research, the Center delivers
Open Programs on strategy at Ashridge and in London.
hult.edu/exec 81
 Global challenges–
Hult Prize
The Hult Prize is a worldwide student competition
that mobilizes the smartest business minds to solve
the world’s most pressing issues. We identify a global
challenge and crowdsource the best business solutions,
giving the winning team $1M USD to bring their
idea to life.
2017
Improving the well-being of over one million
refugees in five years
Teams were challenged to build sustainable and
scalable social enterprises to double the income of
one million people living in crowded urban spaces.
Moneeb Mian of “Roshni Rides” took home the prize
which will provide a private shuttle services to
transport refugees from their homes to schools,
work, hospitals, and markets across south Asia.
2016
Doubling income in crowded urban spaces
Teams were challenged to build sustainable and
scalable social enterprises to double the income of
one million people living in crowded urban spaces.
Earlham College’s “Magic Bus” proposal to create
an Uber equivalent for public buses in Africa
secured the judges’ votes.
82
2015
Early childhood development
Students were challenged to propose an enterprise
that provided quality early education to 10 million
children under the age of six by 2020. A team from
Taiwan’s National Chengchi University won with
“IMPCT”, an enterprise that builds and supports
early education franchises in existing informal day
cares run by local women.
2014
Healthcare
The 2014 Hult Prize addressed the pressing
challenge posed by chronic, non-communicable
diseases (NCDs). Students from the Indian School
of Business won with their revolutionary idea to
improve healthcare in India. Their “Doc-in-a-Bag”
solution allows medical workers to diagnose
and monitor NCDs remotely and upload data to
the cloud.
hult.edu/exec 83
 Global challenges–
Sustainability at Ashridge
Significant global trends including population growth,
globalization, shifting centers of economic power,
increasing differentials in quality of life, and stresses
in the natural environment all point to major change
in the years ahead. Our role is to help leaders think
through the implications of these changes for both
commercial success and broader societal well-being.
To play this role, we need to be doing Work with clients
three things:
Sustainable development runs through much
1. Engaging in research and thought leadership of our work including Open Programs and our
to fully understand the changing nature of Custom Development and Consulting work
sustainability in each of our faculty’s field with specific organizations.
of expertise
How we operate
2. Embracing ‘sustainable development’ across
Our vision is for Ashridge House to be the
our portfolio of education and consulting work
sustainable venue of choice for all our clients.
with clients
Being a Grade I listed building brings its challenges.
3. Addressing these trends in the way we operate
However we have already achieved the ISO50001
as an organization, develop our staff, and work
and ISO14001 Standards (the world’s most
with the local community
respected standards for energy and environmental
Research management). This is the result of our commitment
and efforts in the areas of energy use, water, waste,
Ashridge has always been at the forefront
and procurement.
of sustainability research. In 1996 we established
the Ashridge Center for Business and Sustainability We have set ourselves numerous other ambitious
to consider the implications of the changing targets, including reducing our carbon emissions by
expectations of the role of business in society. 34% by 2020 and by 80% by 2050.
In 2007, we became one of the first business
schools to adopt the United Nations Principles
for Responsible Management Education, having
participated in the global taskforce which
developed them.
We are also a founding partner of the Academy of
Business in Society (ABIS). The ABIS is an alliance of
businesses and academic institutions committed to
integrating sustainability into the heart of business
theory and practice.

84 hult.edu/exec 85
2018-2019 Program schedule and pricing
2018 2019
General Management Fees Length Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec

Senior Executive Program £16,000 / $19,800 10 days 8-12 (M1) 14-18 (M2) 4-8 (M2, SF) 1-5 (M1) 1-5 (M2)
Advanced Management Program £13,000 10 days 3-7 (M2) 4-8 (M1) 29-May 5 (M2) 24-29 (M1) 9-13 (M2)
Management Development Program £5,900/ $7,300 5 days 26-30 9-13 (D) 4-8 10-14 23-27
Personalized Management Program £22,500 Up to 21 days Program dates vary by participant Program dates vary by participant
Masters in Management (Virtual) £15,000 2 years Cohort 1 starts Cohort 2 starts Cohort 3 starts

Bachelors in Business and Management £27,000 3.5 years Cohort 1 starts Cohort 2 starts

2018 2019
Leadership and People Fees Length Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec

The Transformational Leader £7,500 5 days 10-14 19-23 11-15 29-May 3 17-21 30-Oct 4
The Leadership Experience £4,500 / $5,600 3.5 days 6-9 12-15 23-25 (D) 11-14
The Leadership Experience (Virtual) £3,600 3 days 27-29 23-25
Leading through Influence £4,500 3 days 21-23 27-Mar 1 22-24 10-12 23-25
Performance through People £5,500 5 days 12-18 25-Mar 1 3-7 16-20
World Class Mentoring £5,500 7 days 18-19 (M1) 21 (M2) 22-23 (M3) 18 (M4) 5-6 (M5)
Thriving in Leadership £4,500 3 days 15-17 13-15
Masters in Leadership and Management £25,000 2 years Cohort 1 starts Cohort 2 starts Cohort 3 starts Cohort 4 starts

2018 2019
Strategy and Execution Fees Length Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec

Strategies for Growth and Innovation £5,900 / $7,300 5 days 2-4 (D) / 15-19 11-15 10-14
Translating Strategy into Action £4,500 / $5,600 3 days 8-10 27-Mar 1 16-18 (D) 19-21
Strategic Decisions £5,900 5 days 12-16 11-15 24-28
Designing Operating Models £2,950 3 days 10-12 14-16 8-10 9-11
Winning through Digital Disruption £4,500 3 days 17-19 (I) 15-19 (MI) 19-21 (I)
Finance for Non-Financial Managers £3,900 3 days 5-7 18-20
Finance for Non-Financial Managers (Virtual) £1,700 3 days 3-Oct 12 28-Mar 1 13-June 21 2-Oct 11

2018 2019
Organizational Change Fees Length Sept Oct Nov Dec Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec
and Development
HR Strategy and Impact £5,300 / $6,500 5 days 4-8 (D) / 12-16 3-7
Leading Change and Organization Development £1,950 (M1&2) / £4,500 (M3) 15 days 14-Oct 1 (M1) 3 (M2, W1) / 24 (M2, W2) / Nov 14-16 (M3) 13-16 (M1) 18 (M2, W1) 5 (M2, W2) 6-8 (M3)
Executive Masters in Leading Change £28,000 2 years Start date: Apr 2019
Executive Doctorate in Organizational Change £35,000 4-5 years Start date: Mar 2019
Advanced Organization Design £4,750 4 days 1-4 28-31 20-23 30-Oct 3
Coaching for Organizational Consultants £7,400 10 days - - 1-1 2-2 2-
Team Coaching for Organizational Consultants £7,400 10 days 14-16 13-15 13-14 9-10
Masters in Executive Coaching £22,600 2 years 2-4 6-8 1-3 3-5
Postgraduate Diploma in
Organization Supervision £10,900 14 months Start date: Apr 2019

*All prices shown are excluding accommodation and VAT | £=fee in GBP | $=fee in USD ***All dates are subject to change
**Location of program is at Ashridge unless indicated | D=Dubai | SF=San Francisco | I=Maranello, Italy | MI=Miami M=Module | W=Workshop

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