The Impact of Our Leadership Programs
We’re always looking to gain a better understanding of how our leadership programs are tracking and how we can improve. Over the years we have made considerable improvements to the delivery of our programs, ensuring efficiency and accountability with help of automation to reduce the time between sessions and increased completion rates. We have since a few years back evaluated our programs to understand how participants have perceive the quality of the programs.
To better understand the impact of our programs, a year and half ago we added 4 new questions around outcomes. These are:
I think the work people I work with say I am a more skilled leader as a result of participating in this program
My participation in the program has improved my job satisfaction.
My participation has improved my productivity at work.
My participation in the program has improved my relationships at work.
Below is our summary of an analysis we recently made around these questions. In short, we have found good evidence of the impact our blended programs have, and gained a good understanding of how to best build a leadership program that achieves high outcomes for your organisation.
Combining coaching and group sessions, investing in more leadership development hours, and spending more per participant are key factors that can lead to better outcomes in programs. organisation can use this information to structure their programs and allocate resources more effectively to achieve their desired outcomes.
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Moreover, organisations can use the insights from the analysis to tailor their programs to their specific needs. For example, if an organisation has time-poor executives, coaching may be the best option for achieving optimal outcomes within a limited timeframe. On the other hand, if an organisation has more time but is cost-constrained, investing in longer group sessions may be the most effective approach. By using the insights from the analysis, organisation can customize their leadership development programs to meet their unique needs and achieve their desired outcomes.
Executive Summary: Program Outcome Analysis May 2023
Introduction
From January 2022, Integral added the following questions to the program evaluations:
I think the work people I work with say I am a more skilled leader as a result of participating in this program.
My participation in the program has improved my job satisfaction.
My participation has improved my productivity at work.
My participation in the program has improved my relationships at work.
This analysis looks at what interventions (workshops, coaching, and their various shapes) lead to optimal outcomes.
Data overview
760 Participants completed the post program evals.
Post program evals are send out on the final workshop or final coaching session or both.
Coaching means individual coaching.
Workshops means any group delivery, including group coaching.
Data from 760 participants allows us to split the data in 3-6 sub-groups (Depending on the distribution) and get enough data in each group to draw early conclusions
The standard deviation is relatively large (1.5), which indicates that the differences within the groups are generally greater than the differences between the groups. As a result, when running t-tests to determine if there is a significant difference in means, the outcomes are only sometimes found to be significant.
More data is required to draw significant conclusions. With our automated data collection this is just a matter of time.
Summary
Integral has conducted an analysis of program outcomes for 760 participants who completed programs between January 2022 and April 2023. Integral introduced four new outcomes questions to better measure the impact of its programs.
The analysis reveals notable differences (denoted with*) between programs. However, due to the high variation, more data is required to ensure significance for all results. The preliminary analysis highlights the following early trends and significant findings:
The best outcomes are achieved when combining sufficient coaching (3+ sessions) with group sessions (workshops)*.
More leadership development hours result in better outcomes:
More coaching sessions (4-6+) yield better outcomes than 1-3 coaching sessions.
More workshop hours (3 days+) lead to better outcomes.
Longer programs have better outcomes*
Coaching has a significantly higher impact per participant hour than workshops.
4-6 hours of coaching result in equal to or higher outcomes than 4 days or more of workshops.
For participants who are time-poor (for example, executives), coaching provides the best outcomes for the least amount of time spent*.
Spending ($) more per participant results in better outcomes. This appears to be the strongest overall relationship with outcomes.
Coaching is significantly more expensive per hour per participant.
For organisations looking to minimize $ spent, but whose participants have more time to spend, workshops result in the best outcomes for a low financial investment, at higher time investment.
