measure impacts, outcomes and ROI
Organisations are increasingly considering the potential of their leadership development. Seeking evidence of whether and how they have an impact.
Many organisations instinctively believe their interventions might be useful to their people, increasing their productivity, developing new skills and improving the way they work with colleagues and customers. In a competitive world, it is not enough to work on instinct; leadership development needs to demonstrate a bottom line benefit and return on investment or effort (ROI or ROE).
Using its Impacts tools, Forton Group clients are making valuable discoveries about the benefits of their leadership development interventions
- Significant bottom-line benefits – time and money saved
- Over 200% ROI
- Improved customer and supplier relationships
- Better line management
- Improved employee engagement
- Top talent retention benefits
The importance of evaluating outcomes
A study by the Forton Group found that evaluation was most important to respondents in these five areas
1. Leadership coaching (45% of respondents)
2. Coaching skills development (45%)
3. Assessment centres (36%)
4. Leadership competency/behaviour frameworks (36%)
5. Management skills development (27%)
It's not surprising that, when significant sums are invested in development, that the impacts and benefits of that investment are clearly identified.
What clients are finding out through the Forton impacts service
We're proud of what our clients achieve as a result of working with us. It's even more meaningful when they have clear evidence of impact.
One client discovered that its leadership development programme was having more significant ROI impacts as emerging leaders who were coached took greater responsibility for initiating new ideas.
|A top talent programme enabled a client to -||A client found that their coaching programme -|
What we can measure -
|Sustainable impacts||Objective, quantitative or financial outcomes||Subjective outcomes|
E.g. measure reactions through
Measuring the level of impact
As well as what happened, we can measure
1. The participant’s reaction - what they thought and felt about the intervention and/or the outcomes
2. Learning - whether the intervention has had an impact on the learning culture of your organisation
3. Leadership behaviours - the extent to which participants are applying their learning
4. Results - the effects on the business or environment. This can include -
- clear Return on Investment (ROI) scores
- Return on Effort (RoE) scores
Why not just use the balanced scorecard methodology?
Tick box exercises are not appropriate for leadership development. Measuring activity alone is not enough.
Many of our clients use the Balanced Scorecard methodology, especially for performance management. However it only records activity or the process, not the outcomes. Nor is it suitable for demonstrating leadership behaviours and their impacts.
How we work with you
Using our bespoke online methodology, we would design and tailor a survey to your organisation’s behavioural leadership and values frameworks
Baseline and benchmark dates are established and surveys take place at these dates.
- An interim report reviews the baseline inputs and assesses how advanced participants are in achieving the objectives.
- The final report evaluates the overall impacts of the programme, together with any business case examples and how far the participants have achieved their objectives.
For in-depth business case example, we can also offer 1-1 telephone interview to build case studies.