When it comes to measuring the success of corporate learning, Dessalen Wood’s key metric is that staff are taking away a key theme that sticks and becomes part of the corporate culture. But traditionally, that hasn’t been an easy target to hit. “People love their live training,” Wood says. “The problem is, two weeks later everyone goes back to their way of doing things and the conversation dies. T raditional training ends with a feedback sheet. It’s just a snapshot in time that doesn’t demonstrate what really stuck.” Wood first used Thoughtexchange as a way to follow up on learning sessions aimed at decentralizing decision making and delegation across the company’s 165 offices. “With Thoughtexchange, instead of doing a traditional ‘Did you enjoy the course?’ we actually asked peop

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