Yes, tough one as it can be hard to measure ROI on a programme, but love the fact that you’re planning a learning journey with a variety of interventions. We believe the best way to measure leadership behaviour is to clear upfront what outcomes you’re looking for and then ask the people they lead now and then again after the 6 months. In our latest webinar on Talent Management we talk about SAP who have three outcomes for all their leaders “We expect you to 1) Lead with Trust, 2)Show appreciation, 3)Coach your people. We will give you all the support and tools to help you but you do in your own way/style”. They then regularly ask their people if it’s happening with pulse surveys i.e. does your manager empower you?, does your manager show they appreciate you? does your manager help you grow? etc… – then using the feedback to help each manager know where they need to develop further. Salesforce (who consistently rank as one of the most desirable companies to work for!) is also an example in the webinar where they have gone one stage further and publish the results of their surveys – not to name and shame managers but they believe in accountability and transparency and it helps them see which management practices are working and also for their people internally to decide which leader they want to work for!
Hope that helps a bit. Karen
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