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  • Coaching Metrics


    A key success factor in training & development (T&D) is support from senior leaders: you need funding, you need their buy-in and support, you need their time and help. The problem is that many business leaders don’t understand the value of training. And everyone has been to crappy workshops. Here is a little introduction to [Read More]

  • Metrics


    Debriefing is a core leadership practice. How can you tell when you are doing it well? How do you know when your debriefing sessions are successful; delivering positive results; added value? What are the signs, indicators or measures of success for debriefing? See these past blogs that introduce debriefing: Introduction: The purpose, process, and benefits [Read More]

  • Metrics

    3 Sets of Metrics for Workshops

    3 SETS OF OUTCOMES & METRICS FOR WORKSHOPS Many training companies do a terrible job of clarifying metrics for their workshops. I think this is partly due to a weak understanding of what metrics are and how they work, and partly due to a fear of being held accountable for generating results for their clients. [Read More]

  • Coaching Metrics


    Why 360: One of the most powerful benefits of 360° feedback is that leaders get a chance to compare their own self-perception directly against the perception of others. This is of utmost importance. No one is an island unto themselves. Your work impacts others and the work of others impacts you. The strength of your [Read More]

  • Leadership Metrics


    How do I know if a 360° feedback debrief meeting is successful? What are the signs, indicators, or measures of success (metrics)? Context: My initial debrief meetings are part of a larger coaching project. This blog addresses the initial meeting only, not the metrics for the entire coaching engagement. In my initial meetings, I present [Read More]

  • Leadership Metrics

    Slavish Devotion to Employee Engagement Scores

    Slavish Devotion to Employee Engagement Scores  How slavishly do we need to track every micro-change in our employee engagement scores? What is the ultimate purpose of measuring engagement? I had a great conversation the other day about employee engagement with Christian Codrington from BC HRMA. He posed a couple of thought provoking questions about getting [Read More]

  • Leadership Metrics

    The Power of HR: Stats and Research

    The following stats make a strong case for excellence in leadership development and talent management. Knowing the stakes and potential ROI can help you focus your efforts: what to shoot for, how hard to work on it, and what kind of results are possible what can and should be measured benchmarking your results (could you [Read More]

  • Culture Metrics

    Culture and the Bottom Line

    Research shows that organizational culture impacts profitability, ROI, stock price, and competitiveness. Check out this research—it is a great little wake up call for us all. Amazing how valuable organizational culture is, and how long we have known this.

  • Leadership Metrics

    Tracking Both Behavior and Results

    Doing the right things, and doing them well, gives us the best chance of success. Consequently, we need to track both behavior and results.

  • Metrics

    The Cost of Employee Turnover

    According to most studies, the cost of employee turnover typically ranges from 50-150% of annual salary—and can be higher for strategic positions, when a position remains vacant for an extended period, or in the face of large opportunity costs.

  • Leadership Metrics

    Is Leadership Subjective

    Is leadership subjective? Is it completely different for everybody, with no objective standards—just whatever anyone says it is?

    If this were true, if leadership was merely subjective, there would be no way to identify, develop, or evaluate leaders—no way to hold them accountable or raise the bar on their behavior and performance.

  • Metrics

    Metrics: The Language of Business

    The complexity of business today requires that we not only track traditional financial and accounting type metrics, but also an extremely broad and balanced range of business drivers including customer satisfaction, employee engagement, adherence to core values, and so on. At an absolute minimum, concrete metrics are crucial for job clarity, performance management, and organizational alignment.

  • Metrics

    Engaging Leaders in HR Management

    Making the case for human resource management and leadership development is a constant challenge for HR managers.

  • Metrics

    Making the Case for HR: Long Term Practices

    The field of HR metrics is booming. Solid research has provided a glut of ideas, experiments, approaches, and paradigms on the subject. At the heart of most of these discussions is the question of value: What value does HR create for organizations, and how do we measure and communicate that value?


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