Program impact
Get behavioral ROI on your leadership programs
Completion rates tell you people attended. Parafoil shows how your programs are actually playing out in practice, against a comparison group a CFO will accept.
The question you get asked
“We spent half a million on this program. Did it change anything?”
- Completion and satisfaction are the only numbers you have.
- Every renewal conversation starts again from zero.
- Development budgets are cut first because nobody can prove they worked.
What Parafoil shows you
Before and after, against a comparison group
Pick a cohort from your learning platform or HR system. Parafoil compares how those managers led in the twelve weeks before the program with the weeks after, against comparable managers who didn't take part, and reports the difference with its uncertainty.
Program impact reportReading 2 of 3
Managers in First-Time Leaders improved more than comparable managers on 3 of 6 dimensions. The largest gain was Clarity.
Based on 38 managers in the program and 212 comparison managers, before and after 6 Oct.
Manager effectiveness12-week trend
Illustrative, from a demo workspace.
A comparison a CFO will accept
A difference-in-differences with an interval on every dimension, so a gain is only claimed when it clears the noise. The report says what changed and doesn't claim what caused it.
Cohorts from the systems you already use
Build a cohort from a course in Sana, a field in your HR system, or a list of email addresses. Parafoil fixes both groups on the start date.
A report you can hand to finance
One page, dated, with its numbers frozen at the time it was produced. Partner consultancies can put their name on it for a client.
Ask Parafoil
Or ask it in your own words
Ask on the web, in Slack or in Claude. Answers come from the same team-level data, with the basis stated underneath.
Ask Parafoil · your organization
Is the First-Time Leaders program working?
Yes, on three of six dimensions
Managers in First-Time Leaders improved more than comparable managers on Clarity, Feedback and Delegation. The largest gain was Clarity.
There's no clear difference yet on Alignment, Supportiveness or Coaching. The third reading is on 1 December.
Based on 38 of 40 managers in the program and 212 comparison managers.
Why it matters
What changes at renewal time
Evidence in the room
Walk into the renewal conversation with a before-and-after the finance team can check.
Money where it works
Keep the programs that move behavior, and change or drop the ones that don't.
Learning that keeps going
Managers keep getting private feedback after the program ends, so what they learned has somewhere to go.
The science
Measured against expert human judgment
Parafoil's measures are calibrated against expert human judgment and grounded in decades of published behavioral science. It's why the answers hold up in the room.
Privacy by design
Answers about teams, never about a person
Every leader keeps their own feedback private, and the organization sees teams. That's why people lead naturally, and why the data is worth trusting.
Questions
What people ask us
How is the comparison group chosen?
From comparable managers in your organization who didn't take part, so the report shows what the program changed rather than what changed everywhere.
Will I see which managers improved?
No. Results are for the group. Individual managers keep their own feedback, privately.
Do managers have to do anything extra?
No. They run their meetings as usual. There's no survey to fill in and no self-assessment.
See it on your own organization
A 30-minute demo, built around the questions you're asked.
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