Comment pouvez-vous grandir professionnellement avec l’évaluation de la formation en leadership?

In my experience leadership development retains talent, supports succession planning, builds engagement and culture, etc. The purpose of evaluation is to demonstrate the RÓI. It also provides usual data on organization effectiveness. LR

I completely agree ! In my experience, the insights gained from evaluations has helped me refine training strategies and ensure that I am producing meaningful results. I find that training evaluations motivate employees, for it provides them with a clear sense of their progress and growth specially when positive feedback and recognition is given for their efforts. It can boost their confidence and drive to continue learning and improving. However, some employees might feel apprehensive about evaluations because they may feel stressed or fear of criticism. Its important to create a supportive and non-threatening environment around evaluations to ensure that employees see them as opportunities for growth rather than sources of stress.

En mi experiencia la evaluación de la capacitación en liderazgo se ve en el clima. El estado de animo de posibilidad se genera en los equipos cuando los líderes capacitados son claros respecto de la visión de la compañía; del negocio; del para qué hacen el trabajo; del impacto, etc. Eso motiva y mucho. También cuando se tiene un plan. Y esto se va delineando con el feedback apreciativo y correctivo. Cuando los equipos saben qué se espera de ellos y se tiene un plan de mejora; que permita generar habilidades nuevas; interdependencia; negociación entre las áreas. Todas estas iniciativas implican al líder ocupándose de la gente que se ocupa de hacer el trabajo. Y vaya que es un trabajo en si mismo. Pero liderar es eso: ocuparse y conversar.

Leadership training evaluation is the process of assessing the effectiveness and impact of leadership development programmes. It involves measuring outcomes such as skill improvement, behavioural changes, and the application of leadership concepts. Evaluations can include feedback surveys, performance metrics, and follow-up assessments to determine if the training has achieved its objectives and identify areas for further development.

It does all these things but I think it can also really solidify to leaders where they are strong. It can build confidence. Managing humans can be hard and even the best of leaders have hard days with their people. It doesn't mean they lack the skills but some times it can feel that way. I think evaluation definitely can show ROI but it can also help build confidence and validation in leader skills.

In leadership training evaluation, I think it is important to involve different peers (including direct reports). I think finding ways to include these in regular cadences is important too so you can see real time how you are performing. Maybe you're great at coaching but you find in moments of change you aren't. This helps you solidify a focus area vs. continually learning on general topics.

A mi me ha servido construir indicadores de los problemas y dolores de los equipos antes de comenzar la capacitación. Entonces, luego es una variable para chequear esos indicadores. Por ejemplo: cantidad de reuniones de equipo; cantidad de iniciativas que se presentan y se llevan adelante; cantidad de espacios de recreación. Con un poco de sinceridad y creatividad, se pueden generar kpi´s que sean realistas y que a todos les importen. En mi experiencia, las áreas suelen motivarse luego con las capacitaciones o con los espacios de integración porque sienten que sirven para algo. Me parece fundamental que se visibilice la utilidad de los cambios. Es decir, que no queden en una intención, o en un análisis sino en acciones concretas.

Evaluating leadership training is essential for growth. Depending on your goals and resources, consider these methods and tools: Self-assessment: Reflect on your strengths and weaknesses, identifying areas for improvement and setting personal goals. Peer feedback: Gain diverse perspectives and insights through input from colleagues and team members. Supervisor feedback: Ensure your goals align with organizational expectations by seeking guidance from management. 360-degree feedback: Collect comprehensive feedback from multiple sources for a holistic view of your skills and performance. By leveraging a combination of these evaluation techniques, you'll gain a well-rounded understanding of your leadership growth.

To conduct a leadership training evaluation, start by setting clear objectives for the programme. Gather data through surveys, interviews, and assessments from both participants and stakeholders to understand their experiences and outcomes. Measure the improvements in leadership skills, behaviours, and performance metrics to assess how well the training met its goals. Analyse the collected data by comparing it against the initial objectives to evaluate the programme's effectiveness. Finally, review the findings to identify strengths and areas needing improvement, and make the necessary adjustments to enhance future training sessions.

One thing I have discovered is the value of peer feedback for evaluating one's true leadership skills. How your peers or your subordinates perceive you is a critical step toward improving your self awareness as a leader. SMART goals are a classic way to create an action plan for ongoing growth

To leverage it for growth: Review data: Analyze collected feedback and data to identify patterns, trends, and themes, highlighting strengths and areas for improvement. Honesty and realism: Be genuine in your self-assessment, recognizing achievements and acknowledging shortcomings. Action plan: Develop a focused improvement plan with SMART goals and targeted strategies. Celebrate success: Reward your accomplishments while learning from failures and challenges. Monitor progress: Actively track your growth, ensuring alignment with goals and identifying when adjustments are needed. Seek support: Pursue additional resources, support, or coaching for areas requiring further development.

Expand your evaluation toolkit by incorporating a comprehensive set of metrics. Beyond participant satisfaction, include measures such as knowledge retention, behavior change, and organizational impact. This multifaceted approach provides a more nuanced understanding of training effectiveness. Explore the use of learning management systems, survey tools, and analytics platforms to streamline data collection and analysis. Benchmark your evaluation methods against recognized standards and continuously seek opportunities to incorporate innovative approaches that align with emerging trends. Engage in dialogue to understand the specific outcomes stakeholders value and tailor evaluations accordingly.

To elevate your leadership training evaluation skills, follow these nuanced steps: Seek diverse feedback: Gather input proactively from various sources, including peers, supervisors, and subordinates. Embrace feedback: Be receptive to constructive criticism, acknowledging areas that require improvement. Utilize multiple tools: Implement self-assessment, peer feedback, supervisor evaluations, and 360-degree feedback for a comprehensive understanding. Synthesize data: Integrate insights from each evaluation method to create a holistic picture of your leadership capabilities. Update action plans: Continuously review your progress using a Plan-Do-Check-Act (PDCA) cycle, adjusting your approach accordingly to drive tangible improvements.

Improving your leadership training evaluation skills involves several key strategies. First, deepen your understanding of evaluation methodologies and best practices by taking relevant courses or attending workshops. Develop strong analytical skills to effectively interpret data and identify trends. Practice giving and receiving constructive feedback to enhance your ability to assess training outcomes accurately. Additionally, stay updated on the latest tools and technologies used in evaluation. Regularly review and reflect on past evaluations to refine your approach and ensure continuous improvement.

Take 100% ownership of your professional development by actively engaging in self-assessment, seeking feedback, and setting targeted goals for improvement. Experiment with new approaches, technologies, and metrics to stay at the forefront of evolving practices in leadership training evaluation. Ensure that your leadership training evaluations align with the broader organizational strategy. This alignment enhances the relevance and impact of your professional growth efforts within the organizational context. Growing professionally with leadership training evaluation involves a proactive and adaptive approach to continuous learning, feedback incorporation, and skill enhancement.

When improving leadership training evaluation skills, also consider the following: Stakeholder Engagement: Involve all relevant stakeholders to ensure the evaluation addresses diverse perspectives and needs. Tailored Metrics: Develop specific, relevant metrics aligned with the training’s objectives to measure success accurately. Follow-Up: Implement regular follow-ups to track long-term impacts and continuous development. Feedback Integration: Actively incorporate feedback from participants to enhance the evaluation process and training effectiveness. Benchmarking: Compare your results with industry standards to gauge performance and identify areas for growth.