Did the Training Change You? What boards want from training spend.

Transcript

At the moment I'm delivering a leadership programme to a company in Northampton, a fantastic company, and I've run this programme twice now. At the end of workshop 10, each participant is asked to do a presentation to the board, based on what they've learned and how they've grown throughout the programme. I've really pushed them to think about this particular model, because what I don't want them to do is stand up at the front and say, "I've enjoyed the training". The board is going to go: right, we've invested this money in it just for you to say whether you've enjoyed it?

So I've really challenged them to think about their reaction, yes, and their learning, absolutely. They can talk about different models around coaching and feedback and emotional intelligence and all those things. But that's not what the board is interested in. They want to know: did that training change you as a leader? Your behaviour? Did you become a better leader, and how are you evidencing that? And what are the results of those behavioural changes? Maybe your team's performing better. Maybe you're performing better. Maybe the feedback from your team has improved. That is level four, and that's what the board wants to see.