My approach to designing training programs begins with a thorough needs assessment to identify skill gaps and learning objectives. I then develop a curriculum that combines interactive workshops, e-learning modules, and on-the-job training to ensure a comprehensive learning experience. I also incorporate feedback mechanisms to continuously improve the programs and align them with organizational goals.

I measure the effectiveness of development initiatives through a combination of pre- and post-training assessments, participant feedback, and performance metrics. By analyzing these data points, I can determine the impact of training on job performance and skill acquisition. Additionally, I use qualitative feedback to understand the learner's perspective and make iterative improvements.

To engage employees, I focus on creating a supportive and inclusive learning environment. I involve them in the planning process to ensure the training meets their needs and interests. Using diverse training methods like gamification and peer learning also boosts engagement. Regular communication about the benefits of development and its alignment with career goals helps maintain motivation.

Addressing resistance involves understanding the underlying reasons and addressing them through open communication and transparency. I provide clear explanations of the benefits of the training and how it aligns with individual and organizational objectives. Offering flexibility in training schedules and formats can also help accommodate different learning preferences and reduce resistance.

In my previous role, I led a leadership development program that targeted high-potential employees. The program included mentorship, leadership workshops, and project-based learning. The initiative resulted in a 30% increase in leadership competencies among participants and contributed to a more robust succession pipeline, demonstrating the program's success in developing future leaders.