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Assessing the effectiveness of a talent development program is crucial. Traditionally, assessment primarily has relied on testing knowledge acquisition either directly or through limited applications of knowledge. With most development programs moving to self-paced, online formats, the assessment of talent development has followed suit, using unproctored online approaches. The opportunity to circumvent unproctored online assessments has long been a concern of those working in the learning and development (L&D) space. With the proliferation of artificial intelligence (AI), this concern has morphed into panic.

Employees want opportunities to develop skills over the course of a productive career. 

With this column, we pass the halfway mark in the review of the seven individual attributes of the RESPECT model (Recognition, Exciting Work, Security, Pay, Education and Career Growth, Conditions, and Truth) by turning our attention to Education and Career Growth. 

Assessment, motivation to improve, and following through with on-target development experiences are critical.

In my September column, I shared research results showing that 67 percent of a manager’s overall effectiveness can be explained by how they are rated on the eight attributes that define an employee-centric manager. This means the best pathway for managers seeking to improve their overall effectiveness is to become more employee-centric.

** This article originally appeared on Training Magazine, click here to read it!**

Managers are under increasing pressure to motivate and retain their employees, but are they prepared?

As part of the preparation for writing my most recent book, I surveyed both managers and employees on a range of topics, including the amount of training managers have received, the competence of managers in the eyes of their employees, and how well managers understand what employees most want from them.