A leading French business school's Executive Education division was experiencing a persistent gap between faculty leadership's perception of programme team cohesion and the reality experienced by coordinators and administrators. Annual satisfaction surveys failed to identify root causes. A PDA-certified partner deployed the two-phase diagnostic across three programme management teams totalling 47 participants.
Phase 1 revealed that stress indicators and autonomy perception scores diverged significantly across teams — a pattern invisible in aggregate satisfaction data. Targeted interventions included restructured alignment sessions and a new leadership communication protocol. Phase 2, six months later, quantified the change with statistical precision.
"We had run annual surveys for years and always drawn the same inconclusive conclusions. PDA gave us specific, measurable data we could actually act on — and then prove we had acted effectively."
— HR Director, Executive Education DivisionAcross sectors, geographies, and team sizes — the same rigorous two-phase process, adapted to each organisation's context and challenge.
Every PDA engagement follows the same evidence-based two-phase protocol — regardless of sector, size, or challenge. The consistency of the method is what makes the results comparable, repeatable, and credible.
PDA's structured two-phase design is derived from Campbell & Stanley's pre-post experimental design (1963), Kirkpatrick's four-level evaluation model (1959), and Phillips' ROI Methodology (1997). Every client case follows the same rigorous protocol, ensuring results are statistically defensible and board-ready.
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