When organizations map out their development investments, the logic often follows a familiar pattern. New employees need onboarding and foundational training. High-potential employees need accelerated development. Emerging leaders need preparation for the next level. These are reasonable priorities, and most Talent Development professionals spend the majority of their energy here. But somewhere in that calculus, …
by Betsy Barnich 
Learning and development professionals are under growing pressure to demonstrate the impact of their programs. But doing so requires more than tracking attendance or post-session satisfaction—it means answering the harder question: Are learners doing anything differently as a result? To get there, we need to go beyond Level 1 (Reaction) and Level 2 (Learning) in …
by Betsy Barnich 
