Leadership Development
Accelerate executive learning and improve feedback

Go Beyond the “Smile” Rating System – Obtain ROI Data

If your firm is like most other organizations, you offer leadership development opportunities for your managers. Those programs are probably some combination of in-house training, university programs, consultants who provide specialized development experiences, and professional associations or companies specializing in training and development.

Do you know the ROI on your training and development dollars?

Do you have any validated data on how your executives, managers and employees change after they go through the training? If you don’t have data on the results of training, how can you decide whether to continue?

And “smile” ratings are not enough. Simply asking someone, at the end of a training event, if they liked the program (smile or frown?) does not give you validated data on the effects of training. It tells you whether the location was nice, food was good, and if the trainer was entertaining.

The real “pot” of gold at the end of the training and development rainbow – is to know what’s changed. eePulse can provide you with validated metrics and dialogue about what leaders and managers are doing after their development experience.

At the same time, when you start the dialogue about learning, you collect data that can be used for follow-up learning sessions. Instead of using cases based on the experiences of other firms, you can use action learning techniques with data about the key issues facing your company today.

The Leadership Development Pulse process is the next “new thing” in learning.

Click here to view Leadership Development deployment process