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How do you know if cross-functional team leadership training works?

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Cross-functional team leadership training is a valuable investment for any organization that wants to foster collaboration, innovation, and agility across different departments and functions. But how can you measure the impact and effectiveness of such training? How can you ensure that your cross-functional team leaders are applying the skills and knowledge they learned in their daily work? Here are some tips and best practices to help you evaluate and improve your cross-functional team leadership training program.

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Richard Papa

Strategic Visioning Director | General Manager, Director, VP
Supriya Vaidya

Result-oriented Software Engineering Leader helping organizations to implement strategic decisions and deliver…

1 Define your goals and metrics

Before you design or deliver any cross-functional team leadership training, you need to have a clear idea of what you want to achieve and how you will measure it. What are the specific competencies and behaviors that you want your cross-functional team leaders to develop and demonstrate? How do they align with your organizational vision, values, and strategy? How will you track and assess their progress and performance? You can use a variety of methods and tools to define and measure your goals and metrics, such as SMART objectives, Kirkpatrick's four levels of evaluation, or balanced scorecards.

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Richard Papa

Strategic Visioning Director | General Manager, Director, VP
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Always begin with the end in mind. This way you can set you SMART objectives or goals. At this point you can evaluate your team and determine the gaps in training that need to be filled. This will enable you to create a training plan that meets both the business objectives and those the cross functional team.

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2 Collect feedback and data

One of the most important ways to know if your cross-functional team leadership training works is to collect feedback and data from multiple sources and perspectives. You can use surveys, interviews, focus groups, observations, or tests to gather input from the trainees, their managers, their peers, their team members, and their customers. You can also use quantitative and qualitative indicators to measure the outcomes and impacts of the training, such as productivity, quality, customer satisfaction, employee engagement, retention, or innovation. You should collect feedback and data before, during, and after the training to compare and analyze the results.

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Richard Papa

Strategic Visioning Director | General Manager, Director, VP
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Collecting data and obtaining feedback is key in any program to understanding the effectiveness of the program. In training, you need to take one addition step, to determine if your learned experiences are being applied in your daily operations. Some key elements that you must have. First, a baseline. Prior to kicking off your training, survey your leadership team and determine their knowledge level. From their create a post training survey on the initial impact of the training session(s). Lastly, create post training check ins such as three, six and nine month check ins. Set the expectations for these check ins and create metrics that show the impact to the leaders.

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3 Review and reflect

Once you have collected enough feedback and data, you need to review and reflect on them to identify the strengths and weaknesses of your cross-functional team leadership training. You can use various methods and tools to analyze and interpret the feedback and data, such as SWOT analysis, gap analysis, or root cause analysis. You should look for patterns, trends, correlations, or anomalies that can help you understand what worked well and what needs improvement. You should also consider the context and limitations of your feedback and data, such as sample size, response rate, bias, or validity.

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Richard Papa

Strategic Visioning Director | General Manager, Director, VP
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Having accurate data is critically important to making decisions about any process. Using data analysis methods will give you insight to how your process is performing. However, don't overlook the qualitative data points. ie: feedback from those that participated in your program and will give you direct input as to what worked well and what didn't. This will also allow you to connect with those that participated in the program and gather first hand input. From there you can, adjust and adapt the program.

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4 Implement and monitor

Based on your review and reflection, you should implement and monitor the necessary changes and improvements to your cross-functional team leadership training. You can use action plans, timelines, milestones, or checklists to outline and execute the steps and actions you need to take. You can also use feedback loops, dashboards, or reports to monitor and communicate the progress and results of your changes and improvements. You should involve and inform all the relevant stakeholders in your implementation and monitoring process, such as the trainees, their managers, the trainers, or the sponsors.

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5 Celebrate and recognize

Finally, you should celebrate and recognize the achievements and successes of your cross-functional team leadership training. You can use awards, certificates, badges, or recognition events to acknowledge and appreciate the efforts and contributions of your cross-functional team leaders and trainers. You can also use stories, testimonials, or case studies to showcase and share the best practices and lessons learned from your cross-functional team leadership training. You should celebrate and recognize not only the final outcomes and impacts, but also the process and journey of learning and growing together.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Supriya Vaidya

Result-oriented Software Engineering Leader helping organizations to implement strategic decisions and deliver top-quality solutions
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Effective cross-functional team leadership training starts with defining what 'cross-functional team' and 'cross-functional leadership' mean for everyone involved. This step sets the tone for a shared understanding of diverse perspectives, roles, and goals. Discussing these definitions opens a door to understanding the mix of skills and experiences each participant brings. This shared insight becomes the basis for tailoring leadership training. These discussions also foster a culture of open communication and respect. In this way, one can build a practical guide that fits the complexities of cross-functional collaboration.

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How do you know if cross-functional team leadership training works?

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1 Define your goals and metrics

2 Collect feedback and data

3 Review and reflect

4 Implement and monitor

5 Celebrate and recognize

6 Here’s what else to consider

Cross-functional Team Leadership

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