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

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

3. 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.

4. 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

5. 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

6. 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

7. 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

8. 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)

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

10. 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

11. 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

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