The leadership training market has boomed over the past decade. Although leadership training is in high demand, learning leaders must determine how to effectively engage learners to achieve maximum business results.
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Now, more than ever before, stakeholders and business leaders are expecting to see a serious return on their training investments. Once you speak the language of the business, you’ll finally be that critical partner they can’t do without.
Effectively measuring the impact of training begins with your organization’s strategic goals.
When leaders recognize accountability as something that is teachable and measurable – i.e., a hard skill – they can wield its power to achieve a slew of top-line business goals.
With both of these tools – the values survey and a leadership impact assessment – leaders will gain a clear understanding of how well they’re modeling the company’s valued behaviors and having a constructive impact.
Leadership development is one of the biggest segments in the training market, which makes sense, considering that a pipeline of talented, skilled leaders can be one of the most important factors in an organization’s success.
So, you sent a whole bunch of very important leaders through training to make them “better.” How do you know it worked?