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Top 5 KPIs to Measure the Success of Your Leadership Training

Investing in leadership training is an essential aspect of nurturing a successful business. However, more is needed than just conducting leadership training programs. Measuring their effectiveness is just as important as your morning cup of coffee! Measuring the success of leadership training is a daunting task for many organizations. Still, with the right Key Performance Indicators (KPIs), you can evaluate the impact of your training on your business’s key performance metrics. So grab your magnifying glass, and let’s dive into the top 5 KPIs to measure the success of your leadership training programs

  1. Measuring the impact of leadership training on key performance metrics: Measuring the impact of your leadership training on your business’s key performance metrics, such as revenue, profit, and customer satisfaction, is the most important KPI. These metrics give you a clear idea of how much the training is helping your business. So if you want to see a real return on investment, it’s time to start tracking those KPIs. A study by the American Society for Training and Development (ASTD) found that companies that invest in training programs enjoy a 24% higher profit margin than those that don’t.
  2. Conducting cost-benefit analysis of training programs: Cost-benefit analysis of your training program is essential in determining its success. It’s like checking out the menu before you hit up a new restaurant – you want to make sure you’re getting your money’s worth. The cost-benefit study should compare the cost of the training program to its impact on your business’s revenue, profit, and customer satisfaction. So, if you want to avoid any financial indigestion, this KPI is for you to determine the cost-effectiveness and worth of your training program.
  3. Identifying and addressing common barriers to successful training implementation: Identifying and addressing common barriers to successful training implementation is an important KPI in measuring the success of your leadership training. Common barriers can include more resources, time, and support from management. Addressing these barriers ensures your training program runs successfully and achieves the desired outcomes. So if you want to avoid any hiccups, here’s your sign to tackle those barriers head-on.
  4. Aligning L&D goals with overall business objectives: Aligning Learning and Development (L&D) goals with overall business objectives is crucial in ensuring the success of your leadership training. This KPI ensures that your training program aligns with your business’s goals and objectives, which results in better ROI. So, keep your eye on the prize and make sure your training program is helping you reach those bigger-picture goals. A study by the Association for Talent Development (ATD) found that companies with a formal training program aligned with their business goals had a 218% higher income per employee than companies without proper training.
  5. Communicating the value of sales training to stakeholders: Effectively communicating the value of sales training to stakeholders plays a pivotal role in the success of your leadership training program. This KPI ensures that all stakeholders understand the importance of the training program and are committed to its success. Clear communication and effective persuasion significantly increase stakeholder buy-in resulting in high ROI for your organization. 


Measuring the success of your leadership training programs is crucial in ensuring that your investment in the program yields the desired outcomes. Enable your leadership training programs to be successful by tracking KPIs like measuring how it impacts your business, analyzing the costs and benefits, addressing common barriers, aligning goals with overall business objectives, and explaining the program’s value to everyone involved. If you want to invest in leadership training, check out AntWalk Leadership and Development Academy, where you’ll find the best programs to help you achieve your business goals.

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