Every ELMER engagement is measured
Development only counts if it changes how people think, lead and work. So we measure it.
We take a baseline in The ELMER Diagnostic, then measure again after the coaching, team work or programme, using the same questions across the five lenses of The ELMER Model. You see what has shifted, what hasn’t yet, and where to focus next.
It’s built into how we work, not an extra you have to buy.
Illustrative example
“If you can’t see what has changed,
you can’t prove it worked.”
The questions it answers
Essence
Has how people think, feel and behave at work shifted?
Leadership
Are leaders leading, deciding and role-modelling differently?
Mechanics
Is work getting done more smoothly, with fewer blockers?
Enablement
Do your people now have what they need to deliver?
Roadmap
Is your strategy showing up in day-to-day choices?
How the cycle works
How we measure
1. Agree what matters
Revisit your Diagnostic baseline and the goals set for coaching and programmes.
2. Hear from your people
The same questions as before, so the comparison is fair.
3. Compare
Results side by side with where you started, across all five lenses.
4. Review together
A session with your leadership team on what has changed, and why.
5. Refresh the roadmap
Agree the next priorities, so progress keeps going.
What you get
Before and after
A clear view of change across the five lenses of The ELMER Model.
Progress on goals
How leaders are doing against goals agreed with their line managers.
Evidence for your board
Results you can share to show what the investment delivered.
Next priorities
A refreshed roadmap, so the work keeps moving.
Where it fits
Measuring impact is how we sustain change. See how we work, step by step →
