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The Unexamined Leadership Program is Not Worth Doing

The Performance Improvement Blog

If you’re not going to evaluate a leadership development program, don’t do the program! I’m talking about a systematic, evidence-based look at why it was done, what was done, how it was done, what happened as a result, how it can be improved, and what the organization learned from the process. I would add: Reinforcement of learning.

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The Great Training Robbery Continues

The Performance Improvement Blog

When I ask the training and development leaders who participate in my ATD Essentials of Developing an Organizational Learning Culture workshop to say what percentage of employees who attend training programs actually apply what they’ve learned on the job, the answers range from about 10% to about 50%, with most at the lower end of that range.

Training 100
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How to Use Feedback From Employee Surveys to Change Organizations

The Performance Improvement Blog

You name it, somebody is trying to measure it: employee satisfaction, employee engagement,   organizational pulse, leadership, attitudes toward a recent change, etc. An important reason for this is that organizations frequently miss critical steps in the learning process. .

Survey 162
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How to Manage Temporary Employees

The Performance Improvement Blog

And if they are customer-facing, then they are shaping customer attitudes toward the company. Employee Engagement Human Resource Development Leadership Management Organizational Learning Training 5As contractors economy free-lancers temps' The work they do is often critical to the success of the organization.

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Learning to Lead in the Time of Disruption

The Performance Improvement Blog

So, what are the leadership skills for “…complex, ambiguous, and uncertain environments”? In a time of disruption, leadership has to be about continuous development of the people around you. Everyone needs to continually learn fast, learn collaboratively, and learn flexibly.

Yahoo 100
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Imagining Workplaces of Tomorrow: Managing Minds

The Performance Improvement Blog

The message from the CEO to new employees is that learning and self-development are highly valued. Continuous learning is expected from everyone in the organization, from senior leadership down. Managers provide opportunities for employees to practice newly acquired skills and put into practice what they’ve been learning.

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Imagining Workplaces of Tomorrow: Managing Minds

The Performance Improvement Blog

The message from the CEO to new employees is that learning and self-development are highly valued. Continuous learning is expected from everyone in the organization, from senior leadership down. Managers provide opportunities for employees to practice newly acquired skills and put into practice what they’ve been learning.