HR must implement performance metrics strategies which are accepted and adopted by the organization.
1. Before beginning to evaluate
Leadership development strategies should be specifically designed to help boost short-term performance and to ensure long-term sustainability for the future.
2. The adequate metrics of learning
Start by determining what you want to measure and how you want to measure it: having your executives accept by consensus your criteria for metrics from the beginning of the process is also crucial.
A metrics strategy is the guide for the creation of a leadership development program and is the factor that will ensure a positive correlation between training and commercial results.
3. Solve specific work-related problems
Only 40% of employees feel they are being helped to develop the skills they need: by having specific metrics you can easily evaluate the effectiveness of your development program and evaluate its business impact.
4. Metrics must evaluate the program’s impacts on work
Often, business leaders are quite happy to see a good correlation between a well-executed program and commercial results. However, you must avoid evaluating your development programme from a perspective based solely on business and profits performance.
5. Patience and discipline
Over time, business goals will be better understood, and the impact of the program will be adequately weighed: in the long run your objective should be to align leadership development with the achievement of business growth.
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