Change Management Metrics And KPIs

How do you know if you're emotionally intelligent? Well, more than 10 million people have taken my emotional intelligence tests and 500 thousand have attended my trainings, so I have some pretty good data to work from. This list captures the little things that emotionally intelligent people do. And most people are surprised by the degree to which emotional intelligence comes down to the little things you do and say each day. Here's why these little things matter... 1) Emotional intelligence is about emotional pattern recognition, not just emotional awareness. It’s not enough to feel deeply—you must spot recurring emotional themes in your life (e.g., always feeling defensive with authority) and decode what they signal. Growth happens when you connect the dots over time. 2) These behaviors signal internal stability, not just kindness. Apologizing, empathizing, or forgiving may seem outward-facing, but they actually stem from a grounded inner world. You can only give others grace when you’re not ruled by your own emotional chaos. 3) Real emotional intelligence is boring in real time. There’s no drama. It’s the person who pauses, listens more than they speak, and quietly shifts behavior over time. Emotional intelligence often won’t get applause, but it builds trust like nothing else. Give the list another read. How many of the 7 things below do you do CONSISTENTLY? 7 SIGNS THAT YOU ARE EMOTIONALLY INTELLIGENT 1. You dissect your feelings You reflect on what you’re feeling and seek to understand why. You do the same for others—curiosity builds deeper connections. 2. You stay authentic Being real does not mean oversharing. You speak from your values, you mean what you say and say what you mean. 3. You practice empathy Before judging, you try to understand another person’s perspective. 4. You apologize when you are wrong Saying “I am sorry” isn’t about ego, it is about connection. You own your mistakes because relationships matter. 5. You forgive and let go Holding grudges weighs you down. You let things go, sometimes even before the other person apologizes. 6. You pause before responding You reflect on what you are feeling and seek to understand why. You do the same for others—curiosity builds deeper connections. 7. You learn from your mistakes No one is perfect. When emotions get the best of you, you reflect, identify patterns, and grow from the experience. ------ ♻️ Like, follow, and repost if this resonates. Follow Travis Bradberry and sign up for my weekly newsletter. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 10% off on Amazon and it's already a bestseller.

Most L&D professionals learned the Kirkpatrick Model early on. Fewer have seen it applied beyond Level 1. Here's what each level can actually look like when you put it into practice, not just the textbook definition. ✨ Level 1: Reaction 🔹 Textbook version: Did learners find the training engaging and worth their time? ✅ In practice: Instead of "Did you enjoy this session?", ask "Was this relevant to the work you do?" and "Could you apply this right away?" ✅ Metric to track: Relevance and applicability ratings, not just satisfaction scores. ✨ Level 2: Learning 🔹 Textbook version: Did learners gain the intended knowledge or skills? ✅ In practice: Replace recall-based quizzes with scenario-based checks. Can the learner apply the concept to a situation they'd actually face? ✅ Metric to track: Pre/post assessment scores on scenario-based questions, not just "did you pass the quiz." ✨ Level 3: Behavior 🔹 Textbook version: Are learners applying what they learned on the job? ✅ In practice: 30/60/90-day check-ins, manager observations, or peer feedback on whether the new behavior is showing up in real work. ✅ Metric to track: % of participants demonstrating the target behavior, based on manager or peer input, not self-reported confidence. ✨ Level 4: Results 🔹 Textbook version: Did the training impact business outcomes? ✅ In practice: Pick one business metric the program was meant to influence, before you build it, not after, and track the change. ✅ Metric to track: Movement in that specific KPI (error rates, time-to-productivity, conversion rates, retention) compared to a baseline. Most programs are measured thoroughly at Level 1 and barely at all beyond it. But Levels 3 and 4 are where the "did this actually matter" conversation happens, and they are also where L&D earns a seat at the table. Which level does your organisation measure consistently, and which one do you wish you could measure better? #LearningAndDevelopment #LnD #KirkpatrickModel #TrainingEvaluation #InstructionalDesign #LearningMeasurement #TrainingAndDevelopment #LnDStrategy

How to create a dynamic habit tracker in Excel. ✅ I watched my boss manually updating his habit tracker every day—typing checkmarks, changing colors, and calculating totals by hand. Then I showed him this Conditional Formatting and COUNTIF technique that updates icons and totals automatically the moment you enter a 1 or 0. Here's how to build it: 1️⃣ Select the data range of days where you will track your habits 2️⃣ Open Conditional Formatting and click New Rule 3️⃣ Change the Format Style to Icon Sets 4️⃣ Choose the checkmark and X icon set and check Show Icon Only 5️⃣ Change the Type from Percent to Number 6️⃣ Set the checkmark value to 1 and the X value to 0.1 7️⃣ Enter this COUNTIF formula to count the days you completed each habit: =COUNTIF(C4:I4,1) 8️⃣ Fill the formula down the Total column 9️⃣ Wrap it in an IF formula to display a blank when nothing has been counted: =IF(COUNTIF(C4:I4,1)=0,"",COUNTIF(C4:I4,1)) This is perfect for personal development, health tracking, team accountability, or any routine where you need to monitor daily consistency at a glance. Instead of manually updating every row, just enter a 1 for completed and a 0 for missed—and the icons update automatically. The best part? The IF formula keeps your tracker clean and blank until you start logging—no zeros cluttering empty rows. Download my FREE Excel Shortcut Guide 👉🏼 https://shorturl.at/xGY8R #excel #exceltips #habittracker #conditionalformatting #tutorial

Before I codified this, one loud voice could hijack my whole session. Now? I handle resistance without losing the room (or my authority) I used to let “just one comment” slide. Until it derailed the agenda. What started as a “quick comment” turned into a 40-minute detour. I watched the energy drain from the group. And from the client’s face. I was bringing my personal baggage Back then, I believed being “tough” made you less likeable as a facilitator. But I wasn’t being kind, I was avoiding discomfort. And that made me unclear. And unclear loses the room. Here’s my 2M framework, I wish I had years ago to protect focus and relationships. 𝗠𝗶𝘁𝗶𝗴𝗮𝘁𝗲 (set yourself up for success): • Pre-session comms to set expectations • Co-create working agreements at the start • Introduce a ‘Parking lot’ early • Ask for permission to re-direct when needed 𝗠𝗮𝗻𝗮𝗴𝗲 (when things go off-track): • Notice and name the disruption, neutrally • Refer back to the group’s agreements • Add off-topic ideas to the Parking lot • Check: “Is this moving us closer to our outcome?” This approach earned me a long-term client who brings me back to facilitate strategy days with their global brand leaders. Why? Because I kept big personalities on track without making anyone wrong. And even had execs thank me for shutting them down. Turns out, clarity earns trust. Fast. And the tougher I’ve been as a facilitator, the more I’ve been respected. ♻️ Share if you’ve ever had to wrangle a room 👇 What’s your go-to move when a session goes off the rails?

"We brought in a trainer for two days and nothing changed." Of course it didn't. You treated training like a checkbox activity. Sales leaders constantly make this mistake: → Hire external trainer for 2-day workshop → Everyone gets excited during sessions → 30 days later, zero behavior change → "Training doesn't work" Wrong. Your approach to training doesn't work. Here's what actually happens: Day 1: Reps are pumped. Taking notes. Asking questions. Day 2: Still engaged. Ready to implement everything. Day 30: Back to old habits. Zero retention. Why? Because you treated symptoms, not the disease. You didn't change their daily habits. You didn't provide ongoing reinforcement. You didn't build systems for accountability. Real training that creates lasting change looks different: #1 It's diagnostic first. Before any training, you identify specific skill gaps through call reviews, deal analysis, and performance data. Not generic "they need better discovery" but specific "they ask surface level pain questions but never uncover business impact." #2 It's delivered in sprints. Six weeks of twice-weekly sessions beats a 2-day workshop every time. Reps can practice between sessions, get feedback, and build muscle memory. #3 It includes reinforcement systems. Weekly coaching calls, peer practice sessions, and manager check-ins. The learning doesn't stop when the trainer leaves. #4 It measures behavior change, not satisfaction scores. "Did you like the training?" is worthless. "Are you now asking better discovery questions?" matters. #5 It provides job aids and frameworks. Reps need cheat sheets, email templates, and conversation guides they can reference in real situations. Most importantly: It's customized to your specific challenges, not generic sales advice. The companies that see 40%+ improvement in performance don't do one-off training events. They build learning into their culture. They have weekly skill-building sessions. They do call reviews with specific feedback. They practice objection handling until it's automatic. Stop buying training like it's a magic pill. Start building capability like it's a muscle that needs consistent exercise. Your reps deserve better than motivational speeches that wear off in a week. — Tired of wasted training budgets? I'll design a performance improvement system that actually creates lasting behavior change. Book a diagnostic: https://lnkd.in/ghh8VCaf

“Innovation is born when comfort zones are shattered. Most facilitators guide conversations—disruptive facilitators ignite transformation. The difference? One informs. The other provokes. In a world drowning in information, facilitation must evolve beyond passive knowledge transfer. Disruptive facilitation isn’t about delivering content—it’s about dismantling assumptions and reconstructing new ways of thinking. Peter Drucker once said, “The most important thing in communication is to hear what isn’t being said.” Disruptive facilitators amplify these unspoken truths—challenging participants to confront biases, question the status quo, and co-create future possibilities. Here’s what separates disruptive facilitation from conventional methods: 1. Provocative Inquiry Over Predictable Questions Surface-level questions reinforce existing narratives. Disruptive facilitators employ strategic provocation—asking the questions no one else will, to unearth what’s hidden beneath the obvious. 2. Dynamic Tension Over Comfort Zones Growth happens in discomfort. By fostering productive friction, disruptive facilitation forces cognitive dissonance—compelling participants to navigate ambiguity and think expansively. 3. Systems Thinking Over Linear Solutions Instead of isolated problems, disruptive facilitators expose systemic patterns. This holistic lens shifts the focus from quick fixes to sustainable, scalable solutions. 4. Participant-Driven Dialogue Over Facilitator Expertise Authority is decentralized. Disruptive facilitators empower participants to shape the conversation—because the future isn’t dictated from the front of the room. Why does this matter? Because in an era of rapid change, the ability to challenge and disrupt isn’t just a facilitation skill—it’s a competitive advantage. As futurist Alvin Toffler noted, “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” Facilitation must follow suit. Are you still facilitating for comfort—or are you facilitating for change? Let’s discuss—how do you challenge the status quo in your facilitation practice?

"How do you build AI fluency at scale for a workforce of 100,000+?" This was a question I got last week, and if i'm being totally transparent ... a #stumpthechump moment for me. (i'm forced to admit ... size does matter.) Over the last 6 months have building a body of research distributed into my recent body of research... but Our Q1 2026 data on more than 6,000 workers worldwide shows that nearly 90% of workers are motivated and interested in using AI, but ... they are fearful of mistakes. I think we can all agree that fear is the enemy of growth. The goal of my 100 Mini-Challenges and AI-Fluency Scaffold research is to create a scalable mechanism for 100,000 behavior changes every week. 🔁 Anchor in habit formation, not training. Use mini-challenges as action triggers, but design for a repeatable habit loop: action → reflection → socialization → reinforcement. 👥 Empower managers as the engine of change. Embed AI into existing team rhythms with a simple weekly ritual: “What did you try?” → “What worked?” → “What surprised you?” → “What should we standardize?” 📊 Continuously segment and support your workforce. Managers should observe and interpret human-AI interactions, using mini-challenges to spot where employees hesitate or thrive. 📈 Measure behavior, not usage (or goodness forbid tokens!!??) Track participation, shared prompts, and engagement early on. Over time, shift to deeper metrics like reuse, consistency, and business outcomes (e.g., reduced rework, faster decisions). Your 90-day execution plan: 1️⃣ Launch weekly, enterprise-wide mini-challenges 2️⃣ Make AI rituals a non-optional part of manager meetings 3️⃣ Create visible sharing and recognition loops 4️⃣ Measure participation and behavior change 5️⃣ Continuously segment by AI fluency and adapt support Curious where your organization stands? I’ve built an interactive tool to help you assess your AI practices compared to 900 senior tech leaders and CIOs. If you’re leading AI transformation at scale, I’d love to hear your challenges and what’s working for you. Gartner Clients can read the research and set up time to talk! 100 AI Mini-Challenges to Kickstart Workforce Readiness by Tori Paulman, Brandon Germer, and Shawn D. Murphy (He/Him/His) https://lnkd.in/gB3R37pW It’s Go Time: 3 Steps to Build an AI-Amplified Workforce Starting Today by Tori Paulman, Mary Mesaglio and Gladys Y. https://lnkd.in/gNpgxukg #AI #ChangeManagement #FutureOfWork #HumanSuccess

I’ve spent years studying what separates good leaders from truly exceptional ones. The difference isn’t charisma, title, or IQ. It's truly about HOW you show up. It comes down to your behavior- your actions. Leaders with high emotional intelligence consistently show up in ways that build trust, engagement, and performance. Here are the top behaviors I see in emotionally intelligent leaders: 1) They lead with self-awareness They understand their emotions, triggers, strengths, and blind spots, and take responsibility for their impact on others. 2) They manage their emotions and self-regulate before they respond Under pressure, they pause. They choose thoughtful responses over emotional reactions, creating stability in uncertain moments. 3) They listen deeply and intentionally They listen to understand, not to interrupt or defend. People feel heard, respected, and valued in their presence. 4) They communicate with clarity and empathy They set clear expectations, give honest feedback, and address challenges with both compassion and accountability. 5) They build trust through consistency They follow through on commitments, act with integrity, and create psychological safety on their teams. 6) They stay curious and coachable They seek feedback, welcome different perspectives, and treat every experience as an opportunity to grow. Emotional intelligence starts with self-awareness and is fueled by intentional behaviors. This is your year to up your EQ and lead at your best. This is your time.

Emotional intelligence is often spoken about as a soft skill, yet it quietly shapes how we lead, collaborate, and influence. It is less about being expressive and more about being aware. The four quadrants shown here form the core of how we show up in professional and personal spaces. ✅ Self awareness The ability to understand what you feel and why you feel it. When you can name your internal state, you gain choice in how you respond. ✅ Self management The capacity to hold that awareness and still act with intention. It is the pause between emotion and action that defines maturity. ✅ Social awareness The skill of reading what is happening around you. Teams speak in tone, silence, and energy as much as they do in words. Listening deeply is a leadership tool. ✅ Relationship management The art of building trust, repairing trust, and strengthening the bond that allows teams to move together with ease. Here is a simple way to work on these four areas • Begin by noticing your emotional patterns across a week • Take one situation a day to slow down your response • Observe how others feel before you speak • Ask one thoughtful question in every conversation Growth in emotional intelligence is not dramatic. It is steady, grounded, and deeply personal. Yet the change it creates in leadership is visible to everyone around you. #Leadership #EmotionalIntelligence #Coaching #SelfAwareness #Communication #Growth

Most leaders think emotional intelligence is about being "nice." They're dead wrong. I've worked with hundreds of CEOs. The ones who scale past $100M share something unexpected: They're ruthlessly self-aware. They stay calm when others panic. They listen for what's not being said. They hold people accountable with compassion. This isn't soft skills. This is survival. Because when your top performer threatens to quit… When investors doubt your vision… When the board questions your strategy… Your IQ won't save you. Your EQ will. Here are the 8 rare traits of emotionally intelligent leaders: 1. Self-Aware They understand how their emotions affect people, decisions, and outcomes. 2. Humble They own their mistakes and take feedback without getting defensive. 3. Tuned In They pick up on tone, body language, and what's not being said. 4. Approachable People feel safe being real with them (no fear of judgment). 5. Adaptable They adjust quickly when things shift, without losing focus. 6. Empathetic They listen to understand, not just to reply. 7. Composed They stay steady, especially when everything else isn't. 8. Respectful Even in tension, they choose words that build, not break. The brutal truth? Most leaders score high on maybe 2-3 of these. The exceptional ones cultivate all 8. Not because they're naturally gifted. But because they understand something critical: In leadership, your ability to manage emotions—yours and others'—determines whether people follow you or flee from you. Technical skills get you in the room. Emotional intelligence keeps you there. And in a world where AI can do almost everything else, this is the edge that remains uniquely human. Uniquely powerful. Uniquely yours to develop. P.S. Want a PDF of my Emotional Intelligence Cheat Sheet? Get it free: https://lnkd.in/dMxdDvwM ♻️ Repost to help a leader in your network. Follow Eric Partaker for more EQ insights.