Re-Imagining Crotonville:

Epicentre of GEs Leadership Culture

Group 7

ANUSHREE NALGUNDWAR (H16009) JINAL DOSHI (H16022)

ISHITA MEHTA (H16020) VAIBHAV GUPTA (H16057)

 The organization is massive , with huge power decentralization among its
numerous Business units across 171 countries
That diverse and disparate collection of employees needs to function as
one So GE relies on Crotonville to instil consistent values across its
Situation management echelon

Analysis GE prides itself in spending over a billion dollars annually in developing

leaders with focus on future outlook
Although the course has undergone changes, there is need for enhancing
learning at all levels across the GE business around the globe with specific
focus on enabling leaders to work well in times of ambiguity and uncertainty
 Re-imagine the Crotonville Experience in order to :
Drive learning to enable leaders of tomorrow to handle the VUCA world
Enable GE employees across the globe to partake in the experience,
irrespective of distance and geographies
Problem Help redefine the growth values of
Statement External focus
Clear thinker
Imagination and courage
Inclusiveness
Expertise
 Strengths
Clarity of goals: based on Growth
Values & set of leadership principles
Open environment & Egalitarian
community: Everyone can contribute
Current and voice their opinion
Learning Curriculum focused on action learning
project: incorporation of real time
Structure challenges in course
Exhaustive & Inclusive Courses:
Multiple Initiatives for different
functions and roles
Continuous refinement to reach
strategic goals: Initiatives such as
Ecomagination & Healthymagination
Weakness
Learning is focused on physical
environment: No means for employee
to interact with each other
Hectic curriculum gives no time to
employees to reflect on and
understand the clear objective
Need to incorporate changing market
scenario like global economy and
growth of emerging markets, geo-
political and business changes
Need to update Growth values to
incorporate macro-economic factors
No significant changes in the basic
structure of the curriculum
 1) Inclusion of more employees and requirements :
Emphasis on digital learning
Replicate centres around the world
2) Wider range of courses : To cater to changing scenario and unpredicted
external environment
Recommendation 3) Need based vs. Nomination based: to reinforce egalitarian culture
4) Emphasis on dynamism to deal with complex and uncertain environment
via Simulation etc.
5) Building conducive transfer climate in order to keep the sanctity of
Crotonville experience intact even after the updated training programme
Thank you