Greensboro, N.C. – Bill Pasmore, an international authority in organizational leadership, has joined the Center for Creative Leadership (CCL®) as Organizational Practice Leader. He will lead CCL’s efforts to help clients develop the larger organizational leadership systems that increase their overall performance and enable their individual leaders to thrive.
Previously, Pasmore had served since 1997 as a partner in Oliver Wyman Delta Organization and Leadership, the consulting firm formerly known as Mercer Delta. While there, he headed the global research practice and worked personally with top executives of Fortune 500 companies on organizational architecture and development as well succession planning, talent management and strategic planning. His global clients, spanning numerous business sectors, included Bristol-Myers Squibb, Compuware, United Airlines, Hewlett Packard, Kimberly Clark, Unilever and The New York Times.
In addition to his extensive business expertise, Pasmore also carries outstanding academic credentials. After earning his Ph.D. in Administrative Sciences at Purdue University, he was from 1976 to 1997 a professor in the Department of Organizational Behavior at Case Western University’s Weatherhead School of Management, where he became the youngest tenured full professor in the school’s history. He continues to publish regularly in academic journals and present at academic and corporate conferences on organizational leadership. Pasmore has also served as a visiting professor at Stanford University and INSEAD.
“Bringing Bill on board reflects our strong commitment to an area of leadership development that is increasingly important to our clients,” CCL President John Ryan said. “CCL’s longstanding strength in individual leadership development will be complemented nicely by Bill’s expertise in organizational leadership – and our clients will reap the rewards. We are privileged to have him join us.”
“When I learned about the new direction CCL was taking to complement its strength in individual leadership development, it made perfect sense to me. The organizations I’ve worked with want real impact from their investments in leadership development, and that’s what this new practice is about,” Pasmore said. “Our goal is to build on some of the deep partnerships we have with existing clients and also to identify new clients that want to use leadership development as a vehicle for organizational transformation.”