Leadership development and training is a strategic, visible, and costly program for any organization. It is expected to align directly with one or more executive initiatives. It has the eye of senior management and key stakeholders. And leadership development costs more than a typical learning program. Yet many training and development leaders fail to present themselves as the best possible stewards of leadership development programs. As a result, they lack bulletproof accountability to the C-suite and senior management when it comes to showing that the resources dedicated to leadership development and training are truly well spent. On the other hand, those learning and development leaders who do exhibit stewardship and accountability do so by leveraging robust and sophisticated measurement practices that allow them to not only effectively and meaningfully report program efficiency, effectiveness, and outcomes but also provide insights into program improvements.