Скачать или смотреть Measuring Leadership Development 1

Do you know the real return on investment of your leadership development initiatives?

Measurement is not optional 🤷‍♀️ . If you want leadership development to be real, durable and connected to the business, you need a structured approach that helps you see the return.

⚠️ A word of caution- the return may not be evident immediately, which is why we need a longitudinal approach to measurement.

👩‍🎓 I am a fan of The Learning Transfer Evaluation Model (LTEM) ( by Will Thalheimer). Instead of just asking if people liked the training or learned something new, LTEM asks whether they actually apply what they’ve learned- and whether it leads to real performance improvement.

The key idea is simple: It’s not enough for people to attend or 'learn'- we need to know if they’re doing things differently and getting better outcomes.

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📹 I have uploaded of short video, with an explanation of how I measure my own coaching programmes at individual level. You will hear me talk about psychometric assessment and facilitated self-assessment. You will hear me say why the latter is far more powerful...

📏 If we want to help people to feel more confident and competent in their role, we need a benchmark of where they are now....and their progress over months and even years.

💡 Self-assessment can be repeated at intervals so we can see the person’s own view of their growth - not just what they did, but how they feel they’ve changed.