Training for results: innovative synergy between learning and business performance

Purpose – The purpose of this paper is to reveal a very result‐oriented and successful method of management training. Design/methodology/approach – The objectives of the paper are achieved by using tangible goals, a high degree of accountability for participants and engagement of staff and management. Theoretical concepts used are the evaluation levels of Kirkpatrick and research of Buckingham. Findings – The paper reveals that measuring results in a management development programme is feasible and productive. Research limitations/implications – Research is done in only one company. Further research in other branches is necessary to draw firmer conclusions. Practical implications – Using business targets in training (management should collaborate) Buckingham's six questions form an adequate tool to measure engagement. Originality/value – The number of elements measured and used in a training programme is original. It is valuable for HRD professionals that want to make stronger business cases to their (internal) management clientele.