Have you ever observed a program that looked fantastic but then when it was implemented inside your own company it was not a success? Evaluating and selecting “off the shelf” leadership development programs is a process that companies go through at least annually, and sometimes more often.  Highly customized programs can be costly and may not always be necessary.  Therefore, companies must be able to evaluate external programs to determine if they are a right “fit” for implementation inside the company.

There are definitely specific areas of a program that you want to look at to determine if the program is comprehensive and meets your needs.  I suggest you consider the following:

• What are the learning objectives of the program and do they align with your company’s learning objectives?
• Does the program target the same or similar audience you need to support?
• Does the program provide opportunity for education, application and reinforcement? These are three essential elements to a good program.
• What learning modalities are being used and can your company support those methods (e.g. online self-study, assessment, social networking, and simulation)?
• What resources will you need to support this type of program?
• What is the cost of the program?
• What is the length of the program and how much time will managers be away from work?
• Does the program contain any messaging that might conflict with your company’s culture or beliefs?
• Will the new skill sets and tools be accepted and easily applied in your company’s environment, given your current systems and processes?

Further, always try to get customer references.  Ask how satisfied they are with the product, but also the facilitator (if applicable) and solution provider.  Remember, you are not only purchasing a product; you are also selecting a company with which you will have a relationship with.  Is the vendor responsive to its customers’ needs?  Does the vendor remain accessible after the purchase to answer questions and assist you with related problems? Does the vendor inform you of updated products? 

Once you have determined that a program is a right fit for your company and your leadership needs, we highly recommend that an RFP process be completed.  A good RFP process will uncover additional details about the solution provider and its capabilities beyond the targeted program that interests you. Key elements of an RFP include:

• Company background and experience
• Description of Services
• Technology / On-line Capabilities
• Alliances and Partnerships
• Pricing Model (fees for program design, assessments, facilitation, coaching, etc.)
• Implementation Approach and Timeline
• Program Metrics and Evaluations
• Customer Service / Quality
• References

Have you selected a program that looked fantastic but then it was not a success when it was implemented inside your own company? What did you learn from that experience?  What advice would you give others before purchasing a program?

For more information about designing and selecting leadership programs, refer to the following reports:

“High Impact Leadership Development: Best Practices, Vendor Profiles and Industry Solutions.”  http://www.bersin.com/Lib/Rs/Details.aspx?docid=10337858&id=leadership

"Learning Solution Providers: Selecting and Benchmarking an Outsourced Learning Solution."  http://www.bersin.com/Lib/Rs/Details.aspx?docid=10336984. 

Finally, be sure to check out our Solution Provider Library for an extensive list of content development, leadership development and learning program vendors.