Emotional Intelligence and the Measurement Process

Sheri Caldwell and Linda Gravett

Chapter Chapter Six in Using Your Emotional Intelligence to Develop Others, 2009, pp 59-66 from Palgrave Macmillan

Abstract: Abstract Before we discuss ways to measure training results, we believe it’s important to address why trainers should evaluate training results. There’s no doubt that it’s tempting to ask participants to complete a one-page “how’d you like it?” type of evaluation and be done with it. However, we suggest that more in-depth evaluation be conducted for these reasons: To ensure that participants’ behaviors and skills following the workshop are aligned with the organization’s strategic objectives and business imperatives To assess what activities during the training event were well received and supported the learning process and what activities were not successful To help identify participant skills gaps (or organizational deficiencies in terms of resources) High performing employees (at the 84th percentile) have from 40 to 80 percent greater impact on firm performance (The HR Scorecard, Becker, Huselid, and Ulrich, 2001, Harvard Business School Press, 90)

Date: 2009
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DOI: 10.1007/978-0-230-10131-9_6

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