In my experience, before measuring the effects of leadership training, first define what an improvement even looks like. 📈 Team success varies depending on workplace culture, geography, KPIs, and goals. Once we know what we’re measuring, here are a few ways to track success: 🔸 Behavioral Shifts: Use 360-degree feedback to assess changes in leadership behaviors. 🔸 Collaboration & Morale: Pulse surveys can reveal improvements in team dynamics. 🔸 Performance Metrics: Link productivity or goal achievement to leadership behaviors taught. 🔸 Retention: Strong leadership often leads to higher retention and employee satisfaction. Effective leadership is transformative—knowing what success looks like in your workplace is key to measuring it. 🔑

Quantifying objectives in advance is an important step. Focus on specific goals for the organization: increased retention, reduced talent acquisition costs, increased employee NPS, improved employee engagement, percentage of leadership positions filled from within, etc. Also, feedback loops are important for participants and program mentors. These will help you make continual adjustments toward the lasting effects the training was established for in the first place.

Once goals are set, you need a reliable way to track progress. This could involve regular performance reviews, feedback sessions, or specific project outcomes. By consistently monitoring these indicators, you can observe changes in leadership behavior and team dynamics.

Although this will take time to measure the impact, it is something necessary to build meaningful changes. Some of the key metrics I would explore are: 1. Team Morale- Are you seeing a boost of engagement and positivity in an otherwise challenging group setting? 2. Performance Metrics- Has the output and performance improved across the board? 3. Retention- Are you receiving fewer resignations or need to terminate? 4. Behavioral Changes- Are the leaders ACTUALLY applying what they've learned? If so, how are the teams responding (see above)? 5. *FEEDBACK LOOPS*- Probably my fav, but what are the PEOPLE saying? Deploy that engagement survey and find out. Leadership training isn’t a "one and done." You have to keep the momentum going!