Leadership Experience and Adoption Partner

Corporation Service Company · Wilmington

Leadership Experience and Adoption Partner (LEAP)

Hybrid Work Schedule in Wilmington, DE (three days weekly in office)

Monday to Friday 8:00 am to 5:00 pm Eastern Time

Summary:

The Leadership Experience and Adoption Partner (LEAP) makes leadership learning stick. The role owns the distance between a well-designed program and a leader who visibly leads differently once they are back in the work.

This role facilitates with depth across leadership sessions, then stays with leaders long after the session closes - building the routines, peer practice, and on-the-job application that turn insight into habit. It is accountable for adoption and behavior shift, not curriculum coverage or attendance.

This is a delivery and adoption role, deliberately positioned close to leaders, responsible for converting leadership development investment into observable change in how CSC leaders lead.

Some of the things you will be doing:

Own adoption of leadership learning

Take accountability for what happens after the program ends - the stretch where most leadership development quietly fails
Design and run the reinforcement that makes change stick: leader routines, practice cycles, leader check-ins, and application challenges
Track behavior shift at 30, 60, and 90 days rather than satisfaction at the point of exit
Intervene early when adoption stalls - redesign the reinforcement instead of repeating the program

Facilitate with depth

Facilitate leadership sessions globally, from first-time people leaders through senior leadership cohorts
Bring credibility into the room - surface the real dilemmas leaders are carrying, challenge thinking, and hold discomfort rather than smooth it over
Adapt facilitation to regional and cultural context without diluting rigor - the same program must land with equal quality wherever it runs
Build and coach an internal facilitator pool so delivery capacity scales beyond any single person

Build reinforcement and peer practice

Design and run peer practice groups, leader circles, and communities that keep practice alive between formal touchpoints
Create lightweight, repeatable tools leaders use inside their own team routines - practice embedded in the work, not content consumed alongside it
Partner with the people leaders of participants so application is visible, expected, and reinforced locally
Sustain momentum through structured follow-through

Curate and create content that builds capability

Curate leadership content against a defined capability outcome - what leaders must be able to do differently - rather than by topic, trend, or popularity
Create business-real material: CSC cases, live dilemmas, and scenarios drawn from the work leaders are doing, so the learning is recognisable from the first minute
Contextualize centrally designed and externally sourced content for the business unit, region, and leadership level receiving it - localize without diluting the standard
Build and maintain a current, searchable set of application assets - practice guides, conversation starters, leader toolkits, and reinforcement prompts leaders can pick up and use in the flow of work
Use AI to accelerate creation, translation, and refresh of contextual content, keeping cost and cycle time low as demand scales
Run a regular review cadence with the Learning Design & Experience COE - retire content that no longer builds capability, and feed field evidence back into the core design

Implement leadership development architecture

Take leadership journeys designed by the Learning Design & Experience COE and land them in the business
Deploy leadership assessments and diagnostics, and translate results into individual and cohort-level development action
Ensure programs mapped to succession plans and pipeline priorities actually reach the leaders they were built for
Feed adoption evidence back into design so the next version is sharper, not simply repeated

Coach leaders through change

Coach leaders individually and in groups on the specific behaviors the business needs shifted
Apply change consulting discipline - sponsorship, stakeholder mapping, resistance - to the adoption of leadership behavior itself
Bring cultural intelligence to how leadership expectations are set, interpreted, and reinforced across regions
Hold leaders to the commitments they made - with care, and with directness

Deploy AI to scale adoption

Use AI to personalize practice, prompt application, and sustain reinforcement at a scale no facilitator can reach manually
Pilot AI-enabled coaching, role-play, and feedback tools; retire reinforcement methods that do not move behavior
Make adoption practice AI-native by default, in line with L&D's shift from AI-aware to AI-embedded

Partner with the business, not just P&C

Work directly with business leaders to define what changed behavior looks like in their context - before delivery begins
Operate as a trusted advisor - provide expert guidance on what will genuinely shift leadership behavior, and be willing to push back when a program is not the right intervention
Communicate progress in business language: adoption, leadership bench strength, retention, and quality of leadership decisions

How success is measured

Measurable shift in targeted leadership behaviors, evidenced 90 days after program delivery
Reinforcement mechanisms still operating six months on, sustained by leaders themselves rather than central prompting
Leadership programs delivered at consistent quality across 3+ regions
Growth of the internal facilitator pool, reducing dependence on external providers and single-person delivery
Leader and stakeholder confirmation of visible change in the leaders who participated
Content and application assets in active use by leaders between programs - measured by application, not downloads
At least 2 AI-enabled reinforcement or coaching innovations adopted per year
Engagement sustained beyond the formal program window - driven by relevance, not mandatory enrolment

What technical skills, experience, and qualifications do you need?

Proven experience working with leadership to uncover training needs
Proven experience curating training materials, creating content, and facilitating training
Ability to provide solutions to leaders that fit with strategic business objectives
Excellent communication and negotiation skills; sharp business acumen and ability to build winning partnerships with senior leaders, P&C Business Partners, and other internal stakeholders
Passion for helping people learn and grow
Knowledge of effective learning and development methods

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CSC is a global business, legal, and financial services company based in Wilmington, Delaware, USA, providing knowledge-based solutions to clients worldwide. We have offices and capabilities in over 140 jurisdictions in the Americas, Europe, Asia Pacific, and the Middle East, and more than 8,000 colleagues. We are the business behind business.®

Visit our careers site to learn more about CSC and our commitment to our clients, communities, and each other.

CSC is committed to creating a feeling of belonging through a diverse and growth-oriented environment where everyone is valued.

CSC colleagues have global career opportunities and excellent benefits, including annual success-sharing bonuses or commission plans based on individual performance. To learn more, visit cscglobal.com/service/careers.

We offer a range of support to colleagues with disabilities, ensuring people have the necessary resources to thrive in their roles. We encourage candidates to work closely with our talent acquisition partners to convey their specific needs. Our commitment to accessibility reflects our broader dedication to diversity and belonging,

CSC only accepts resumes from employment agencies that are part of our approved supplier program. Resumes submitted from other agencies either to talent acquisition, our hiring leaders, employees, or through any other mechanism other than our supplier process, will not be eligible to claim related fees and the submitted resumes will be considered property of CSC.

We encourage candidates to apply directly to our website and not through third-party sources.

Disclaimer: The information above describes the general nature and level of work performed by employees in this role. It is not intended to describe all duties, responsibilities, and qualifications.

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