With regard to the selection and development of your training courses: Have you specifically checked whether they promote precisely the leadership skills that your managers really need to deal with the individual challenges facing your company?
To what extent does this statement apply to your company?
Do existing processes and structures in your company actually allow managers to demonstrate the behavior you want to promote with your development measures?
To what extent does this statement apply to your company?
In your opinion - Does your management development contribute to achieving your company goals (e.g. profitability, employee retention)?
To what extent does this statement apply to your company?
Can you concretely observe the desired behavior that you have targeted with your development measure in your managers?
To what extent does this statement apply to your company?
Do you use various practical training elements (e.g. mentoring, case studies or challenging work tasks) so that managers can really apply what they have learned?
To what extent does this statement apply to your company?
Do you have the feeling that the participants in your Development Programs come into contact with other managers and network more closely with each other?
To what extent does this statement apply to your company?
If you ask your managers - Do they feel more confident in dealing with challenges since the last training course and have they changed their behavior in dealing with them?
To what extent does this statement apply to your company?
Do your managers feel better able to involve and inspire their employees and motivate them to achieve goals together after the measures?
To what extent does this statement apply to your company?
Would your managers say that your development measures have taught them to support employees in solving problems independently and to trust you more?
To what extent does this statement apply to your company?
Do you notice that your managers conduct more regular feedback meetings with their employees after the development measures?
To what extent does this statement apply to your company?
If you were to ask your managers' employees a few weeks after the management development - do they feel more recognized and valued for their performance than before?
To what extent does this statement apply to your company?
