Measure behavior change. Prove business impact.
Performance Development Group (PDG) helps leaders determine how learning, coaching, and field execution are changing behavior, and whether those changes are moving the business metrics that matter.
Start the conversationWhen activity metrics are not enough.
Leadership asks what last year’s training investment changed. You have attendance, completions, and satisfaction scores.
A launch or coaching initiative is already underway, and no one defined how behavior change would be measured before it started. You suspect execution is inconsistent across regions, but the data that would show you where arrives a quarter too late.
The problem isn’t effort. It’s that nothing tells you whether behavior is changing until the numbers tell you it didn’t.
A measurement strategy built for action.
PDG helps clients define what success looks like before the work begins and build a practical way to track whether the work is changing behavior and improving performance.
Performance Improvement Roadmap
A time-based strategy for behavior change, incorporating new skills, reinforcement & practice, and leader coaching.
Measurement Strategy
A structured strategy for analyzing where and how new behaviors are being implemented, and the impact they are having on the business performance of the organization.
Performance Dashboard
A concise performance dashboard is used to communicate progress to key stakeholders in the organization, so they can see the value the strategy provides in driving business goals.
A clear pathway to business improvement.
We start with the business outcome you need to move, then work backward to the field behaviors that would move it and the indicators that show those behaviors changing. That work happens before a program launches, not after it ends.
From there, we track the leading indicators that show change early, alongside the business results they connect to. Leaders see what is moving toward outcomes like new-to-brand prescriptions (NBRx), total prescriptions (TRx), and market share, and what is not, early enough to adjust while the adjustment still counts.
Measurement closes the loop.
Measurement is not a report at the end of an engagement. It is how PDG shows leaders whether learning became behavior, field execution improved, and the business moved.
By focusing on the few metrics that matter most, PDG helps teams communicate progress, identify gaps, and decide what to do next.
Measurement & Impact proves all three solutions:
Field readiness that turns a launch plan into consistent performance in front of customers.
The engagement playbook your customer-facing teams work from.
Leader-led coaching that makes execution consistent at every level.
Measurement & Impact pairs with the capabilities it measures.
Measurement & Impact questions, answered.
Why doesn’t sales training have the impact we expect?
Sales training often falls short when organizations measure delivery instead of behavior change. Attendance, completions, and satisfaction show that training happened. They do not show whether people are using new behaviors in the field. PDG helps define the target behaviors, track whether those behaviors are showing up, and connect behavior change to business results.
What is the impact of sales coaching on productivity?
Coaching raises productivity when it changes what reps actually do, not when it simply happens more often. The gain shows up in behaviors you can observe: better call preparation, more consistent message execution, faster recovery after a setback. Most organizations never measure that link, so the return stays invisible and the coaching budget stays hard to defend. PDG measures whether coaching is changing execution, not just whether coaching conversations happened.
What are leading indicators of sales performance?
Leading indicators are the measures that predict results before they land: the quality and frequency of customer interactions, coaching activity, and how consistently reps execute the behaviors that drive sales. Lagging indicators, like revenue and market share, confirm what already happened. PDG tracks leading indicators so you can course-correct while it still makes a difference.
How do you measure sales training effectiveness?
Measure what changed, not what happened. Completions and attendance metrics prove training was delivered; to measure effectiveness, you need to evaluate whether field behavior changed and whether those new behaviors drove improved business results. For sales training to be effective, you must define the target behaviors before training launches, track them in real field work afterward, and connect the change to business outcomes.
How does PDG measure training and coaching impact in life sciences?
PDG defines what success looks like before a program launches, then measures it where it matters: observable field behavior (the leading indicators that show change early) and the business results the behavior change connects to. Leaders receive regular reporting so they can adjust activities, reinforce what is working, and address gaps early.
Are your performance metrics telling you what you need to know?
PDG can design a new measurement strategy for your organization or bring rigor and data integrity to the one you’re already using.
Start the conversation
