How do you monitor progress after leadership training?

Here are some ways to monitor progress after leadership training, 1. Pre- & post- training assessments by identifying baselines & evaluating learning. 2. Behavioral observation & feedback e.g. manager feedback, peer feedback & self-assessment. 3. Measuring performance outcomes e.g. metrics aligned with training objectives & long-term impact. 4. Feedback mechanisms & continuous improvement by gathering participant feedback surveys & conducting focus groups/interviews. 5. Return on investment i.e. cost-benefit analysis Note: By implementing these strategies, you can effectively demonstrate the program's value, identify areas for improvement & ensure your leaders are equipped with the skills they need to drive success within your organization.

To quote Stephen R. Covey, "Begin with the end in mind." Leadership training needs a specific outcome to be achieved, and that outcome needs to be determined BEFORE an organization considers the many different options for leadership training. Focus is needed here - don't get so ambitious that you expect a single training to address every business concern you have. Pick one or two items only - items that are very high on the list of organization priorities, and then find a training option that addresses those specific items really well.

SMART goals also help a new leader monitor their own progress and understand your expectations from day one. To ensure your leader develops their personal leadership style and self assessment skills in step with your organization, SMART goals can be talking points for mentoring and coaching from senior leaders.

En mi experiencia lo más importante es definir los objetivos y estos son básicamente de acompañamiento. Dejar pasar dos o tres meses y ver cuánto de lo que han podido comprender, aprender pueden efectivamente aplicar. Y si no pueden, poder colectar esa información es fundamental. Poder acercarse a preguntarles cómo les fue post curso y qué obstáculos han encontrado. Cuáles son las cosas los eventos, las personas, las circunstancias que les impiden aplicar lo que dijeron sentir tan importante y crucial. ¿Están haciendose el tiempo para los checks 1 a 1. Han aplicado las herramientas para dar feedback? Cuánto mejor les ha ido. Cuánto mejor les ha resultado. Toda esa información es relevante y nos ayudará a seguir delineando un plan de acción.

𝗖𝗹𝗲𝗮𝗿 𝗚𝗼𝗮𝗹𝘀: Set SMART objectives for what the leadership training aims to achieve, such as improved team communication or increased productivity. 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗠𝗲𝘁𝗿𝗶𝗰𝘀: Identify key behaviours and competencies that the training targets, such as decision-making skills, conflict resolution, or strategic thinking, to focus your monitoring efforts. 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗖𝗿𝗶𝘁𝗲𝗿𝗶𝗮: Establish criteria for success, detailing what successful implementation of the training looks like in practice, to provide a benchmark for measuring progress.

Did the behavior change? 🤔 Just organizing another leadership training feels good, but does it actually change behaviors? I personally like to measure the impact of leadership training in three areas: 1) A quiz or knowledge check at the end of the training to ensure the content and concepts are understood. 2) On-the-job certification to see if the content of the training is being implemented correctly. 3) Regular check-ins to ensure that the content of the training is continuously used and not just as a one-off for the certification.

Engage your new leader with this data and expected outcomes. Have them present their analysis of whether they feel they are on target or not, and provide any insights they find as they are learning the new position. Teach them early on to use the data to tell the story of whether they, and therefore your business, are meeting expectations and what, if any, opportunities arise for skill improvement, resource acquisition or expectation adjustment.

Did the training impact the business long-term? 🕰️ A well-tailored leadership training program should have a lasting positive impact on the business. Let's say we organize a program on how to run an effective team meeting. I would look at the following timelines and frequencies: Beginning of the 1st quarter: All leaders complete the training programs. Rest of the 1st quarter: All leaders are getting on-the-job certification from two SMEs to ensure that they have actually implemented the concepts of the training program. If they fail, they get coached until they are able to get certified. 2nd quarter and beyond: SMEs join at least one team meeting unannounced each quarter to verify if concepts are still used.

En mi experiencia esto cuesta al menos en Latinoamerica pero lo encuentro super provechoso. Aquí las veces que lo he implementado he tenido de partner a personas de P&O o de RRHH muy sistemáticas, que les gustan los analytics y que usan KPI´s. A mi me gusta estandarizar estos procedimientos de medición. Estas estrategias hacen al mantenimiento. Los seres humanos volvemos a caer en la inercia de las cosas una vez que aparecen las dificultades. Además, ellos tienen mucho trabajo y demandas. En contraste, las habilidades de liderazgo toman tiempo y traen una pisca de frustración: escuchar, hacer preguntas, motivar no muestran resultados inmediatos como hacer un budget o constestar un correo. Estos monitoreos entonces son muy beneficiosos.

𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗖𝗵𝗲𝗰𝗸𝗽𝗼𝗶𝗻𝘁𝘀: Schedule regular intervals (e.g., monthly, quarterly) to review progress, ensuring consistent monitoring and timely adjustments if needed. 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀: Define specific milestones and deadlines for achieving particular objectives or demonstrating key behaviours, providing clear targets to track against. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻: Plan for both short-term and long-term evaluations to assess immediate improvements and sustained changes over time, ensuring a comprehensive understanding of the training's impact.

Couple of ways to adjust and improve your leadership training: 1. Review and Revise Training Content: Regularly assess the training materials to ensure they are up-to-date and relevant. For example, if feedback indicates that a particular module on conflict resolution is outdated, update it with the latest strategies and case studies to keep it effective. 2. Incorporate Leader Feedback: Actively involve leaders in the evaluation process by seeking their input on what aspects of the training were most beneficial and what could be improved. For instance, if leaders suggest more interactive sessions, incorporate role-playing exercises or group discussions to enhance engagement and learning outcomes.

Training is never done and dusted. I believe there always remains a room for improvement as the needs and demands of the organization keep evolving. For example, new skills may become necessary that were not previously covered in the training. Changes in regulations or compliance requirements might require new training. Documenting your past training and performing analysis from time to time can help bridge these gaps. By tracking past training and the outcomes and assessing them against the changing business needs, we can map out what isn't working and what to improve.

𝗚𝗮𝘁𝗵𝗲𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Collect feedback from participants regularly through surveys, interviews, and discussions to identify areas of improvement and effectiveness of the training. 𝗔𝗻𝗮𝗹𝘆𝘀𝗲 𝗗𝗮𝘁𝗮: Review performance metrics and behavioural changes to determine which aspects of the training are successful and which need adjustments. 𝗜𝘁𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗨𝗽𝗱𝗮𝘁𝗲𝘀: Continuously refine and update the training content and methods based on the feedback and data analysis to ensure it remains relevant and impactful.

Running efficient retrospectives is key to inspecting and adapting leadership training. 1. Identify Strengths and Weaknesses: Use retrospectives to gather feedback on what worked well and what didn’t. Ex: if a module on conflict resolution was effective, keep it; if a lecture was too theoretical, make it more interactive. 2. Encourage Continuous Improvement: Regularly review training outcomes and make incremental adjustments. For instance, add more real-world case studies based on feedback to keep the training relevant. 3. Involve Participants: Engage leaders in the retrospective process to gain valuable insights and increase their commitment. For example, if leaders suggest adding a digital leadership module, consider incorporating it.

Give Leaders Time 🥵 To make leadership training effective, leaders need dedicated time to take part, understand, and practice the content. Everyone is busy, so leaders will feel the urge to multitask or think about operational problems during the training program. This will significantly minimize the impact of the training program. Therefore, it is the job of senior leaders to give enough bandwidth to the leaders to actively take part and set clear expectations that the training will take priority.

A couple of areas not included in the article are: 𝗨𝘀𝗲 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆: Utilise platforms for tracking progress, collecting data, and facilitating feedback, making the monitoring process more efficient and organised. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗲𝘀: Recognise and celebrate milestones and achievements resulting from the training to motivate participants and reinforce positive behaviours and outcomes.