Leadership development is a long-term strategic business imperative. Yet, very few organizations actually evaluate the value of leadership development initiatives. Why? One of the most common deterrents is the difficulty in measuring soft skills. Simply put, people don’t know what to observe, what to measure, and/or how to measure it.
It is up to learning leaders to set expectations for leadership development programs, and to establish a system for evaluating leadership development efforts that may not produce hard data, but will generate enough information to determine whether programs are making a difference or not. There are several phases that benefit from evaluation:
