You've just spent $1,000, $10,000, $100,000 - whatever amount - on a leadership development program to teach your managers and leaders to communicate better with others, to lead situationally, to give better feedback, or some other relevant topics that you believe will positively impact leadership, productivity, turnover and engagement at your organization. The happy face feedback is spectacular - a roaring success.
Now the real work begins. How do you keep this work alive in your culture? How do you avoid the one and done experience, the one where you look around months later and notice, gosh, nothing has changed?