Investments in leadership development must create real impact! Together, we protect your investment and at LPI we firmly believe that strategic development initiatives can (and should) be measured. Measuring training impact is an integral part of our DNA to ensure the highest measurement quality and validity possible.
LPI has been systematically working with measurement since 2009 with the clear aim of providing our clients with the “best in class” measurement system. The key benefits of measuring impact are:
Significantly increases and documents the impact of learning and ROI on all LPI learning activities
Enables an efficient, transparent and low-cost process for reporting on impact measurement and business case building
Enables the continual improvement of the Leadership Transition Programs® by systematically collecting data on the participants’ starting points and development areas.
LPI has performed +10,000 measurements - Global benchmark is based on +25,000,000 impact measurements.
The unique design principles behind our leadership transition programs combined with our capabilities of measuring the learning impact and results of our leadership programs is something that most other consultancy companies are not able or willing to match.
According to McKinsey, adult learners typically retain 10 percent based on classroom training and 66% when “learning by doing” on the job:
“Even after very basic training sessions, adults typically retain just 10 percent of what they hear in classroom lectures, versus nearly two-thirds when they learn by doing. Furthermore, burgeoning leaders, no matter how talented, often struggle to transfer even their most powerful off-site experiences into changed behavior on the front line.”
Why leadership-development programs fail by By Pierre Gurdjian, Thomas Halbeisen and Kevin Lane
LPI converts on average 90% of the learning in the program into sustainable change in knowledge, attitude and behavior for the participants three months after the end of the program. The result of retaining 90% of the participants’ learning was obtained in close partnership with clients and based on LPI´s unique approach combining our Leadership First principles, our unique Signature Practices, and our Design/Impact approach.
Validated by an independent third-party auditor and based on LPI´s 2019 accumulated impact results. 30 different organizations, across 5 continents with more than +1900 participants.
The 3rd party training auditor has been recognized with three international awards:
• The international Bersin Award – “Learning Initiative Excellence” – honored as best of the best in its field
• The international Brandon Hall Award – “Best use of Virtual Worlds for Learning”
• The international Bersin and Associates Award – “Learning Leader”
The approach is inspired by the development of leading evaluation theories including Donald Kirkpatrick, Jack Phillips, Robert O. Brinkerhoff, and Benjamin Bloom. The Solutions have been developed in close cooperation with large international companies during the past 30 years.
Level 1: Reaction
Satisfaction or happiness
• Has it been a positive experience?
• Does the participant feel motivated?
Level 2: Learning
Knowledge or skills required
• How much of the learning can the participant remember?
• Did it effect the participant’s attitude?
• How well are the participants using their new knowledge?
Level 3: Behavior
Transfer of learning to workplace
• Did participants change behavior as desired?
• Does the participant work according to the new processes and have they improved their leadership skills?
Level 4: Results
Impact on business or society
• Did we improve business efficiency?
• Did we reduce project costs
• Did we increase customer loyalty?
Our approach to measurement through a third-party auditor goes beyond “satisfaction ratings” and systematically measures change in the individual participants’ knowledge, attitude and behavior.
Measurements are done systematically pre-training, as an immediate follow-up after training, and three months post-training, to measure impact, learning transfer, and change in critical job behaviors.
This means that LPI offers a unique value proposition, giving your organization a measurement system based on High Impact Learning principles, enabling learning to take place before and after training, and when back on the job.
Before the program, every participant takes an individual pre-test providing them with a clear picture of their starting point; i.e. how far they are from having the right Knowledge, Attitude and Behavior that is essential to the successful performance at their leadership level. The pre-test feedback enables the participant to focus on key development areas while attending the program which, combined with the Leadership Performance Index® survey and the pre-conversation with their immediate manager, creates a strong motivation for learning and a foundation for the leader to fully transition into his/her leadership level.
Immediately after training a reaction measurement is conducted to measure the participants’ immediate feedback (satisfaction). This is followed by a post-test indicating to what extent the individual leader has acquired the right Knowledge and Attitude that are essential to their future leadership performance and a prerequisite for the leader to fully step into their leadership role. The change in Behavior will be measured three months after the program.
Finally, a job test is conducted three to six months after the training. This test measures to what extent the acquired knowledge and attitude have been retained three months after the program. Furthermore, it measures actual behavioral change.
LPI has customized impact reports to the three main target groups, i.e. the participants, the facilitator and the organization:
Participants receive instant individual feedback after having completed the pre-, post- and job tests
The facilitator receives accumulated reports for the cohort of participants’ pre-, post- and job tests
The organization’s program manager receives accumulated reports for all participants’ pre-, post- and job tests
This approach enables an efficient, transparent and low-cost process for reporting on impact measurement, quality control and improvement of the program. All LPI solutions are GDPR-compliant.
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