Achieving Results

that Matter

Measuring the Impact of Your Investment

Organizations that invest in leadership development and training initiatives often want to evaluate how the benefits stack up against the time and money spent. The best evaluations track three areas: how the training impacted the participants’ job behavior, how the new behavior impacted their performance, and how that performance impacted business metrics.

Metrics are a prerequisite for building capabilities in a sustainable way, yet 1 in 5 organizations do not measure the impact of their learning programs.*

LEARN HOW WE CAN HELP YOU TO MEASURE YOUR TRAINING INITIATIVE AND START DEMONSTRATING THE IMPACT OF LEADERSHIP DEVELOPMENT TODAY!

How Do You Measure Success?

Senior leaders want to know that the money spent on development initiatives is having a positive impact on the bottom line. But there is no “one-size-fits-all” approach. Blanchard’s flexible impact-mapping strategy supports a wide range of investment levels and measurement types:

  • Participant Evaluation: Did they enjoy the training?
  • Knowledge Check: Did they learn the material?
  • Success Case: Did they adopt new behaviors?
  • Casual Impact Map: How did new behaviors impact business metrics?
  • ROI Analysis: Did the bottom-line impact exceed the training costs?

And since we build evaluation techniques into your initiative from the start, we make data collection easy so you always get the metrics critical to your organizational goals.

High Performance Habits Model

MEASUREMENT OPTIONS That MEET YOUR NEEDS

We offer four standard measurement options, or we can create a custom method that fits your unique needs.

Success Case Method is a qualitative study for assessing impact by identifying the most and the least successful cases and examining them in detail through one-on-one interviews. This research style lets people express themselves fully and allows a high level of detail to be collected.

Simple ROI Method is a quantitative study to collect data from three levels (liked it/learned it/changed behavior) as efficiently as possible. Using a short post-training survey, the goal is to make a direct link between the learning and a change of behavior on the job, and its influence on a few business metrics.

Standard ROI Method is a quantitative study to collect five levels of data with measurable performance metrics. The goal is to establish a link between the learning, on-the-job behavior change, and ROI.

Detailed ROI Method is a quantitative study that also collects five levels of data. Key performance metrics are compared between a group of trained participants and a similar group of untrained individuals. The goal is to make a direct link between the learning and on-the-job behavior change and to monetize the impact of behavior change, resulting in an ROI calculation.

SLII® IMPACT STUDY

Recent findings from an impact study conducted on a SLII® implementation at a leading car manufacturer found improvements in six areas.

  • The frequency and quality of conversations between managers and employees have improved.
  • Managers can accurately diagnose the development needs of their team.
  • Managers are comfortable using multiple leadership styles depending on the situation.
  • Managers are seeing improvement in employee engagement and commitment.
  • Managers are more actively listening to employees to better meet their needs.
  • Managers are proactively providing specific and actionable feedback.

Want to learn more?

EBOOK

Measuring the Impact and ROI of Leadership Training

CLIENT SPOTLIGHT

Calculating the ROI of SLII® Training at Nissan

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Ready To Get Started?

Learn how we can help you measure your training initiative results so you can start demonstrating the impact of leadership development in your organization today.