CASE : Everyone Can be a Leader at CA Technologies CA Technologiess mission is to eliminate the barriers between ideas and business outcomes. It does so by providing businesses with consulting services and technology expertise. CA Technologies created the Leaders at all Levels (LaaL) program to give employees the tools and resources they need to develop skills in leading themselves, leading the organization, and leading through others. One program in LaaL, the leadership development program (LDP), targets mid-level managers and individual contributors. Another program, managing and leading, provides skills for recently hired, promoted and existing managers. In both programs, learning occurs through experiential learning, social interaction, and face-toface instruction. To ensure that skills are used on the job, participants meet with their managers to set expectations and managers are provided with a toolkit. The manager toolkit identifies which skills are emphasized in the program, provides a demonstration of the successful use of the skills, and offers recommendations for how to support and reinforce use of the skills on the job. Program evaluation includes reactions, learning and results. Participants like the program and believe it is relevant and meaningful for their personal growth and development. Pre and post-program self assessments show that managers who have participated in the program believe they have improved their strategic vision and direction for their teams by 68 percent and they have a 22 percent higher level of confidence in providing performance and development coaching to their team members. Voluntary turnover for program participants is 3 percent lower than for the overall company. Based on data collected in CA Technologiess performance management process, program participants are performing at a higher level than employees who have not participated in the program. Sixty one percent of LDP participants indicate they met with their manager to set expectations for their learning prior to attending the program. In addition, 76 percent indicate they plan to discuss with their manager how they can apply what they learned in their current roles.

Question 1 a) What features of the leadership development program are most responsible for its positive results? Identify the features and explain why they are responsible. (15 marks)

b) What other metrics should CA Technologies collect to further understand the effectiveness of its leadership development programs? (10 marks)

c) How would you strengthen the evaluation design to increase your confidence that the positive outcomes are due to the leadership development program and not some other reason? (10 marks) d) Describe the training evaluation model that can measure the training effectiveness and improve the instructional design for future initiatives. (25 marks)