How to Measure ROI for your Leadership Development Programs

Measuring ROI on your Leadership Development Program

This past January, on an extremely foggy day in San Diego, I facilitated a session at the 2017 Training Conference called Developing Leadership Awareness Through Experiential Learning. During the session, a question came up; How can you show ROI or business outcomes from a leadership development program, especially if the participants aren’t leaders yet? When answering this question, I referred to a blog post I wrote discussing the idea of Flipping the Kirkpatrick Model in Learning Program Design to show business outcomes. The key to flipping the model for design purposes is that you must know what the business outcomes are when designing a program. Continue reading “How to Measure ROI for your Leadership Development Programs”

Designing A Leadership Development Program That’s Experiential – Part II

Designing a leadership development program that is experiential.

At the 2017 Training Conference I led a session on driving awareness through experiential leadership development programs, in which I included a brief case study that highlighted using simulations as an experiential learning activity. After the session, I was asked what other activities might be used when designing a leadership development program that is experiential.

Part I of this blog series took a deeper dive into what is required when designing a leadership development program that is experiential. With that framework in mind, let’s explore some of additional learning activities that can be used within an experiential leadership development program. Continue reading “Designing A Leadership Development Program That’s Experiential – Part II”

Designing A Leadership Development Program That’s Experiential – Part I

Designing a leadership development program that is experiential.

I recently led a talk at the 2017 Training Conference that explored driving awareness through experiential leadership development programs . The point of the talk was that leaders need to have; self-awareness, team awareness, organizational awareness, and business awareness, and that the best way to develop this awareness, is through experiential learning. Business Simulations were used as one example, but there are many ways to create an experiential learning environment.

Before looking at other examples of experiential learning activities and before designing a leadership development program that’s experiential, we must remember what is required in an experiential learning environment. When designing an experiential learning session these are some things you should keep in mind: Continue reading “Designing A Leadership Development Program That’s Experiential – Part I”

Experiential Learning Can Drive Innovation

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“The future of innovation is learning how to fail,” per a 2012 article published in the Washington Post. However, is the future of innovation really learning how to fail or, rather, is it learning from that failure? Continue reading “Experiential Learning Can Drive Innovation”

Small Business Leaders: Don’t Avoid the ‘F’ word

Leadership Focus
Feed Your Focus

Anyone leading a business knows there is too much to do. Leadership requires attention to all those ‘p’ words like people, products, promotion  – and the biggest of all: profit.

According to Daniel Goleman, in the “Harvard Business Review,” the most critical aspect of leadership is the ‘f’ word: focus. And he doesn’t mean focusing on the nuts and bolts of management. Continue reading “Small Business Leaders: Don’t Avoid the ‘F’ word”