Module 3/4 20 min
Measure and sustain the program
Step 1 / 2·Measure to behavior and pipeline
0/2 steps done
Learning objectives — after this module you will:
- Measure a leadership program beyond satisfaction
- Tie the program to the pipeline and succession
- Avoid common rollout mistakes
Learn ~7 min
Measure to behavior and pipeline
Choose the right metrics for a leadership program.
Measuring a leadership program by Kirkpatrick level
- Don't stop at Level 1 (satisfaction) — a 'good course' doesn't prove better leadership
- Level 3 (Behavior): do managers actually delegate, give feedback, coach more after the program? (360 surveys, observation)
- Level 4 / Pipeline: does the % of management roles filled internally rise? does their teams' engagement/retention improve? does successor readiness rise?
- Action-learning results: are the cohort's solutions applied and value-generating?
The gold metric
The most convincing metric of a leadership program: the % of leadership positions filled INTERNALLY (instead of external hires) rising over time — exactly what makes P&G's 'build from within' reputation.
Key takeaway: Measure to behavior and pipeline; the gold metric is a rising % of leaders filled internally.