Excerpt from an independent research report on the benefits of
Common Purpose courses for individuals
By John Perry, Judge Business School, University of
Cambridge, 2009
The project conducted an evaluation of the 'Meridian' leadership
course and an analysis of its effectiveness as a diversity training
solution. The evaluation involved a detailed analysis of two
groups in two locations, London and Bristol, with the main
objectives being to provide Common Purpose with critical data on
and knowledge of the quality and impact of the course.
The key findings were:
Participants and employers are reporting noticeable changes in
Meridian alumni in a number of areas considered important for
leaders.
There is strong evidence that Meridian is delivering on all of
its core objectives and is performing well as a leadership course
and making a significant positive impact on most of its
participants and more broadly.
Benefits of Common Purpose
David Bell, Common Purpose UK trustee, talking about the biggest benefit Common Purpose has given him.
Further key findings included:
The evidence suggests that participants have a variety of
backgrounds, opinions, experiences and motivations and that their
make-up generally reflects that of the city more broadly.
There is good representation of participants from public,
private, and not-for-profit organisations, who fulfil a wide range
of roles and work in a diverse range of sectors and types of
organisation in accordance with Meridian's stated objectives.
The overall structure of Meridian affords participants some
responsibility for their course content and provides a variety of
experiences and environments, which is consistent with the course's
objectives.
The variety of formats, learning methods presenters and course
components caters for different learning styles among participants
demonstrating the principles of inclusion for different adult
learners.
By facilitating more personal interaction between disparate
people and developing key listening and awareness skills, Meridian
appears to be successfully reducing personal prejudices and
potentially limiting their impact.
The course's approaches to learning groups have demonstrated
that diversity can be utilised to find new ways for solving old or
difficult problems.
Meridian has given a number of participants the confidence to
actively participate in broad senior management discussion where
previously they would not have done so.
More than half the participants in the focus groups have
continued to meet with their learning groups beyond the course, to
explore different challenges. Participants went on to provide
examples of suggestions that had come from those groups that have
been implemented and have resolved workplace issues.
Participants have provided a wide variety of examples of new
challenges they felt empowered to undertake as a result of the
course. Many of these are impacting not only themselves but also
their organisations and the community generally.
