Leadership Development: Effect, Evaluate, Evolve Renee Venezia, EdD, SPHR Executive Director, Office of Human Resources Nova Southeastern University Fort Lauderdale, Florida

Agenda Evolve: Leadership Development and Benchmark Institutions Effect: “Start with the end in mind.” –James D. Kirkpatrick, PhD, Kirkpatrick Partners Evaluate: Return on expectations

About Renee Venezia Renee Venezia, EdD, MBA, SPHR is a 20 year HR professional in higher education and an active member of both the Florida Speakers Association and South Florida Organization Development Network. Her doctoral dissertation, “Evaluation of an Innovative Leadership Development Program at a Private, Non-for-Profit University,” employed the Kirkpatrick Four Levels of Evaluation to determine the effectiveness of training.

Effect: Leadership Development Benchmark Institutions as determined by consulting firm Korn/Ferry International(2011): Cornell University Duke University Emory University Rice University Vanderbilt University University of Virginia

Effect: Leadership Development Commonalities of the programs by the benchmark institutions: Clearly defined expectations and outcomes of the program Nomination process and formal commitment Differentiation between leadership and management Action learning activities

Effect: Leadership Development Clearly defined expectations and outcomes of the program “Start with the end in mind” -(D. Kirkpatrick & Kirkpatrick, 2007, p. 108) Ask stakeholders to define what would constitute successful outcomes Measurable, observable

Effect: Leadership Development Executive Interviews - Expected Outcomes: Individual performance improvement across the board (ratings) Increased employee engagement (survey scores) Organizational agility (faster decision-making, project completion, accelerated completion of business plans) Develop programming for the desired outcomes

Effect: Leadership Development Co-horts Instructor-led, concepts and team-building Action learning, provides opportunity to apply new knowledge to the work environment (Lenihan et al., 2015)

Evaluate: Leadership Development Kirkpatrick Four Levels of Evaluation Reaction Learning Behavior Results

Evaluate: Leadership Development Reaction: Satisfaction survey post-training Learning: Pre-test/post-test Behavior: Interview or survey (best practices: pre/post and/or control group [Cohen, 2005], 360-degree) Results: Measurable outcomes, pre/post Ex: Better individual performance, rating scores pre- training compared to post-training

Evolve: Leadership Development Compare results with baseline measures Increase in measureable outcomes, continue Trend flat or down, stop and re-work Example: Expectation to reduce project timelines Timelines same or increased Address Project Management, Delegation in programming

Leadership Development: Effect, Evaluate, Evolve Questions & Answers Thank You