Real-Time, Insight-Rich Views into Your Company's Learning Journey
Your team’s capacity to learn and take action determines the speed and velocity of any organizational effort, but it is their attitudes and beliefs which determine the sustained success of any initiative. In order to create meaningful change, executive education must build individual skills and win the hearts and minds of participants to commit to take action moving forward.
Advanced Learning Measurement
We collect individual performance data to identify top performers within the cohort, while group data is aggregated to identify advocacy and potential barriers for the initiative. While most eLearning platforms simply use completion rates and surveys to measure impact, we aggregate data from 13 inputs to give you the ability to measure the impact of your leadership development programs.
Our Analytics Help You Answer These Questions
How strong are our leadership teams — defined as the extent to which they are prepared to implement a common vision?
How effective are we at making our leadership teams better?
Are They Actively Participating?
Participants who actively engage in the learning experience are more likely to understand and apply the information after the course has concluded. As a standalone metric, completion rate does not accurately reflect engagement. The engagement metric factors in participant completion rate, the volume and frequency of discussion posts, as well as quality and impact of those discussion interactions.
Will They Champion the Initiative?
To create meaningful change within the company, the leadership team must be champions of the cause and lead by example. The Advocacy metric measures participant “buy-in” and shows which leaders have become true believers who are willing to set aside past practices so they can apply and master these new skills.
Do They Comprehend the Information?
In order to drive and implement change, your leaders must be able to explain and discuss the ideas, concepts and practices presented in the course material. The understanding metric uses data collected through Natural Language Processing (NLP) algorithms to compare words and phrases shared in discussions against the content in each course activity, yielding a reliable and validated estimate of leaders’ comprehension.
What is Preventing Application?
Potential barriers can be identified which predict how organizational structures, systems, culture and priorities might prevent the successful implementation of new practices. The information is invaluable in creating leadership teams that can truly work as a team to implement an idea, preempting and solving problems before they derail critical initiatives.
Commitment to Action
Do We Have the Resolve to Make this Change?
Encouraging leaders to make a commitment to the initiative is the most effective way to solidify behavior change. Commitments work because people value consistency between what leaders say and what they do. Research shows that written commitments are more effective than verbal commitments and those made publicly are more effective than commitments kept private, creating a duel benefit to this metric.
CorpU’s methodology then uses these captured commitments to measure- and ensure- collective team follow through. It uses automated reminders, refreshers and check-ins to measure leaders ongoing progress on commitments and action plans. This system-driven approach meets the needs of large leadership teams to share successes, manage lapses, and enlist the power of social support systems.