Today, there is a clear understanding that leadership development is a process rather than an event. As we get into the customized approach of providing client solutions, it becomes a lot more strategic. There is a very intentional learning outcomes and behavioral changes that people and companies are expecting. This is what we call the return on learning and in that perspective, there is a slow shift-in-view from companies which are interested in evaluating the impact of these interventions. A key trend in this space is that it is no longer about ‘doing a regular run-of-the mill program’, but there is a clear shift towards people wanting to see how they did, and go back and revisit 3 or 6 months later, to assess whether there has really been an impact.