Net Promoter Scores in corporate training are usually polite. People give a 7 or 8 the way you thank a waiter — reflexively, on the way out the door. When a leadership programme we delivered to an international B2B company came back with an NPS of 90, the interesting question wasn't whether we should be pleased. It was: what exactly did people experience?
The participants were experienced professionals with full calendars and finely tuned detectors for consultant theatre. They're not the type to round up out of politeness.
People don't recommend training. They recommend the experience of being seen — and then seeing themselves change.
Principle 1: Measurement before models
Most leadership development programmes start with a model — four quadrants, three levels, six competencies. We started with a measurement. Each participant arrived with a living picture of their own patterns via Ajuna. That meant the entire programme was grounded in the concrete, not the generic. Participants recognised themselves in the material, because the material was actually about them.
Principle 2: Thoroughly personal
Shared workshops matter. But what truly shifts happens in the personal: in the conversation with an ICF-certified coach, in the quiet realisation at 10pm on a Tuesday, in the small concrete behaviour change in the next morning meeting. We built the programme so the collective sessions fed the individual work and vice versa.
Principle 3: The programme continues beyond the room
Most training effects disappear within three months. That's not a content problem — it's an infrastructure problem. Learning that only happens on a course day has nothing to grip onto in everyday life. We built an AI-supported coaching layer into the working week: short, context-sensitive reflections in the moments that actually shape leadership. Not in the coffee break, but in the meeting itself.
What an NPS of 90 actually says
It says participants experienced real change — not new knowledge, but new capacity. And that they would recommend that experience to others. That's the standard we hold every EVOLVE programme to.