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It could be said that many in L&D consider it just too difficult to evaluate learning beyond the reaction level. We want to help you measure the learning that you are investing in. How do those in L&D have meaningful conversations with the business regarding the impact of any learning interventions? How do they get the business interested in order to jointly define measures that are meaningful to the organisation? We believe the crux lies in knowing how to talk about the value which learning and measurement can deliver. Take a look at our 10-point guide to making learning measurement a reality. © JSB Group Limited 2013
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actions to make
learning evaluation a reality
learning | Development | Consulting
makelearning measurementa priority
#1
learning | Development | Consulting
Make learning measurement a priority
start...
#1
learning | Development | Consulting
Make learning measurement a priority
start...
#1
learning | Development | Consulting
Make learning measurement a priority
...with the enD in mind!
start...
#1
learning | Development | Consulting
Make learning measurement a priority
Don’t design your learning until you have defined the measures
...with the enD in mind!
start...
#1
learning | Development | Consulting
Make learning measurement a priority
Don’t design your learning until you have defined the measures
...with the END in
mind!
START...
...with the END in
mind!
START...
or you will find learning measurement
#1
learning | Development | Consulting
Make learning measurement a priority
Don’t design your learning until you have defined the measures
or you will find learning measurement
DiffiCult
#1
learning | Development | Consulting
Make learning measurement a priority
Don’t design your learning until you have defined the measures
or you will find learning measurement
inaCCurateDiffiCult
#1
learning | Development | Consulting
Make learning measurement a priority
anD nonsensiCal
Don’t design your learning until you have defined the measures
or you will find learning measurement
inaCCurateDiffiCult
#1
learning | Development | Consulting
Make learning measurement a priority
sounDs oBvious?You’d be surprised how often the
#1
learning | Development | Consulting
Make learning measurement a priority
aCtivitiesContent
sounDs oBvious?You’d be surprised how often the
#1
learning | Development | Consulting
Make learning measurement a priority
are decided upon before the intended results are clarified with
key stakeholders
aCtivitiesContent
sounDs oBvious?You’d be surprised how often the
#1
learning | Development | Consulting
Make learning measurement a priority
You must make sure you and your learning provider are clear about the measures from the outset
#1
learning | Development | Consulting
Make learning measurement a priority
and about how they will be reported
You must make sure you and your learning provider are clear about the measures from the outset
#1
learning | Development | Consulting
Make learning measurement a priority
real CHange is dependent on it!
and about how they will be reported
You must make sure you and your learning provider are clear about the measures from the outset
learning | Development | Consulting
don’tstrugglealonetake a stakeholder approach
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
Defining measures is not easy, especially when you sit in l&D and
may not be
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
Defining measures is not easy, especially when you sit in l&D and
may not be enougH Close
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
Business areato the
enougH Close
Defining measures is not easy, especially when you sit in l&D and
may not be
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
Question those who Will know
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
conduct one-to-one interviews
Question those who Will know
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
or focus groups
conduct one-to-one interviews
Question those who Will know
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
ask them
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
ask them
• What will the participants be doing differently if this programme works?
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
ask them
• What impact will it have on those around them?
•Whatwilltheparticipantsbedoingdifferentlyifthisprogrammeworks?
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
ask them
•Whatwilltheparticipantsbedoingdifferentlyifthisprogrammeworks?
• What specific business /department KPi’s would you want to see improve as a result of the programme?
•Whatimpactwillithaveonthosearoundthem?
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
ask them
• What will success look like for the learners and the business?
•Whatwilltheparticipantsbedoingdifferentlyifthisprogrammeworks?
•Whatspecificbusiness/departmentKPI’swouldyouwanttoseeimproveasaresultoftheprogramme?
•Whatimpactwillithaveonthosearoundthem?
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
this will
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
this will
• give them something to work from
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
this will
• show you have insight into their business and their challenges
•Givethemsomethingtoworkfrom
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
this will
•Showyouhaveinsightintotheirbusinessandtheirchallenges
• Build your CreDiBility
•Givethemsomethingtoworkfrom
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
this will
•Showyouhaveinsightintotheirbusinessandtheirchallenges
•BuildyourcrediBility
•Givethemsomethingtoworkfrom
• Demonstrate your intent to make a visible difference
#1
learning | Development | Consulting
#2 Don’t struggle alone – take a stakeholder approach
•Showyouhaveinsightintotheirbusinessandtheirchallenges
•BuildyourcrediBility
• strengthen your business relationship
this will
•Givethemsomethingtoworkfrom
•Demonstrateyourintenttomakea visible difference
learning | Development | Consulting
measurewhat reallymatters
#2#1
learning | Development | Consulting
#3 measure what really matters
People often talk about
#2#1
learning | Development | Consulting
#3 measure what really matters
People often talk about
return on investment
#2#1
learning | Development | Consulting
#3 measure what really matters
and create complex numerical systems and equations
People often talk about
return on investment
#2#1
learning | Development | Consulting
#3 measure what really matters
this can be important but we believe it is also important to focus on
return on eXPeCtations
#2#1
learning | Development | Consulting
#3 measure what really matters
What will people really expect to
see & Hear if this learning works?
#2#1
learning | Development | Consulting
#3 measure what really matters
Don’t get sidetracked by level 1 data...
#2#1
learning | Development | Consulting
#3 measure what really matters
• How was the training room temperature?
• Did lunch go down well?
• Was the trainer friendly?
Don’t get sidetracked by level 1 data...
#2#1
learning | Development | Consulting
#3 measure what really matters
• How was the training room temperature?
• Did lunch go down well?
• Was the trainer friendly?
Don’t get sidetracked by level 1 data...
#2#1
learning | Development | Consulting
#3 measure what really matters
•Wasthetrainingroomtoocold?
•Howwaslunch?
•Wasthetrainerfriendly?
it is important, but
senior managers may care more about
#2#1
learning | Development | Consulting
#3 measure what really matters
How the learning will lead to
#2#1
learning | Development | Consulting
#3 measure what really matters
inDiviDual
How the learning will lead to
#2#1
learning | Development | Consulting
#3 measure what really matters
andDePartmental
improvements
inDiviDual
How the learning will lead to
#2#1
learning | Development | Consulting
#3 measure what really matters
WHat Will Be Different on monDay?
andDePartmental
improvements
inDiviDual
How the learning will lead to
learning | Development | Consulting
take thetemPeratureestablish the baseline measures
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
find the data which currently exists – and log this as the start of the learning journey
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
for example
if a KPi is a reduction in the number of customer complaints,how many complaints is the department currently getting?
find the data which currently exists – and log this as the start of the learning journey
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
Be specific in asking more and more questions until you get the data you need
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
for example
What are they seeing and Hearing now?
Be specific in asking more and more questions until you get the data you need
if a colleague says improved morale will be a measure, ask for details on how they will measure this in practice
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
ensure that the data is, in most cases, data which is normally collected by the business
#4#2 #3#1
learning | Development | Consulting
take the temPerature –establish the baseline measures
ensure that the data is, in most cases, data which is normally collected by the business
Do not make this difficult or onerous.
this should not be seen as an extra task costing additional time and money
learning | Development | Consulting
BuilDmeasurement
learning experienceinto the
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
When you have measures agreed
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
When you have MEASURES agreed
ensure you design the learning experience
around them
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
When you have MEASURES agreed
Ensure you design the learning experience
around them
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
involve line managers in the design of the programme – ensure they are partnering with you• Contextualises learning• Builds engagement
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
encourage pre-learning meetings between the learner and line manager• Plans for application of learning• engages the learner• Demonstrates the importance
of the learning event to the business
Involve line managers in the design of the programme – ensure they are partnering with you• Contextualises learning• Builds engagement
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
Encourage pre-learning meetings between the learner and line manager• Plans for application of learning• Engages the learner• Demonstrates the importance of the
learning event to the business
Involve line managers in the design of the programme – ensure they are partnering with you• Contextualises learning• Builds engagement
Design relevant pre-learning activity• Builds momentum• engages the learner• Clarifies the ‘why this?’, ‘why now?’,
‘what’s expected of me?’
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
make learning contextually relevant and realistic• learners relate to the
programme• they see how it will support
them in their performance
Encourage pre-learning meetings between the learner and line manager• Plans for application of learning• Engages the learner• Demonstrates the importance
of the learning event to the business
Involve line managers in the design of the programme – ensure they are partnering with you• Contextualises learning• Builds engagement
Design relevant pre-learning activity• Builds momentum• Engages the learner• Clarifies the ‘why this?’, ‘why
now?’, ‘what’s expected of me?’
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
Create multiple opportunities for practice and feedback• increases confidence• improves capability• incentivises to apply back
at work
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
make time for ‘application planning’. not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • increases chances of learners
applying their learning• Prepares learners to overcome
potential obstacles in advance of their return to work
Create multiple opportunities for practice and feedback• Increases confidence• Improves capability• Incentivises to apply back
at work
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
Make time for ‘application planning’. Not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • Increases chances of learners
applying their learning• Prepares learners to overcome
potential obstacles in advance of their return to work
allow learners to share the impact this programme has had – on them and their results - through presentations and work-based projects• encourages learners to work hard on
making sure the learning makes a difference
Create multiple opportunities for practice and feedback• Increases confidence• Improves capability• Incentivises to apply back
at work
Here are 8 key techniques to
help you drive the aPPliCation of learning
#2 #3 #4#1
learning | Development | Consulting
BuilD measurementinto the learning experience
#5
Make time for ‘application planning’. Not just 15 minutes at the end of the day but throughout the learning – what will you apply and when? • Increases chances of learners
applying their learning• Prepares learners to overcome
potential obstacles in advance of their return to work
Create multiple opportunities for practice and feedback• Increases confidence• Improves capability• Incentivises to apply back
at work
Allow learners to share the impact this programme has had – on them and their results. Through presentations and work-based projects for example• Encourages learners to work
hard on making sure the learning makes a difference
encourage post-learning reviews with learners’ managers• identifies golden opportunities
to try new skills – with defined objectives
• an opportunity to gain line managers’ support
Here are 8 key techniques to
help you drive the aPPliCation of learning
learning | Development | Consulting
Clearmake learning
agenda item
measurement a
Make learning measurement a Clear agenda item
#2 #3 #4 #5#1
learning | Development | Consulting
#6
make sure you discuss the impact of learning
at inDiviDual
Make learning measurement a Clear agenda item
#2 #3 #4 #5#1
learning | Development | Consulting
#6
make sure you discuss the impact of learning
at inDiviDual and Business
Make learning measurement a Clear agenda item
#2 #3 #4 #5#1
learning | Development | Consulting
#6
make sure you discuss the impact of learning
PerformanCe revieWs
and Businessat inDiviDual
Make learning measurement a Clear agenda item
#2 #3 #4 #5#1
learning | Development | Consulting
#6
make it a Clear agenda item at appraisals
Make learning measurement a Clear agenda item
#2 #3 #4 #5#1
learning | Development | Consulting
#6
and management meetings
make it a Clear agenda item at appraisals
learning | Development | Consulting
everyone’s
make learning
businessmeasurement
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
it’s all about holding all stakeholders accountable
• the trainer
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
• the trainer
it’s all about holding all stakeholders accountable
• the learner
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
• their line manager
• the learner
• the trainer
it’s all about holding all stakeholders accountable
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
• their line manager
• their senior managers
• the learner
• the trainer
it’s all about holding all stakeholders accountable
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
the role played by the learners’ managers is critical
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
the role played by the learners’ managers is critical
Be briefed from the start on how this will add value
they need to:
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
the role played by the learners’ managers is critical
encourage pre- and post-meetings with learners
Be briefed from the start on how this will add value
they need to:
#2 #3 #4 #5 #6#1
learning | Development | Consulting
#7Make learning measurement
everyone’s business
the role played by the learners’ managers is critical
Provide active and visible sponsorship
Encourage pre- and post-meetings with learners
Be briefed from the start on how this will add value
they need to:
learning | Development | Consulting
trenDsaccept the
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
often you will be working with
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
often you will be working with trenD line Data
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
for measuring business benefits
often you will be working with trenD line Data
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
for measuring business benefits trenD line Data
often you will be working with
tHis is oK!
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
look for tr
ends
trends
trends
trends
trends
trends
trends
trends
trends
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
in the rigHt dire
ction
look for tr
ends
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
and measure in
ways
MULTIPLEMULTIPLEMULTIPLEmultiPle
in the rigHt dire
ction
look for tr
ends
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
ways at MULTIPLEMULTIPLEMULTIPLEmultiPlelevels
look for tr
ends
in the rigHt dire
ction
and measure inMULTIPLEMULTIPLEMULTIPLEmultiPle
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
it may not always be possible to isolate
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
it may not always be possible to isolate
results
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
it may not always be possible to isolate
results
But having enough indicators in the right direction is helpful
#2 #3 #4 #5 #6 #7#1
learning | Development | Consulting
accept the trenDs #8
it may not always be possible to isolate
results
But having enough indicators in the right direction is helpful
learning | Development | Consulting
rePortresultsregularly
#2 #3 #4 #5 #7#6 #8#1
learning | Development | Consulting
#9rePort results regularly
what gets measureD gets done!
67 mm
20 mm
20 mm
67 mm
#2 #3 #4 #5 #7#6 #8#1
learning | Development | Consulting
#9rePort results regularly
what gets measureD 113.21mm
113.21mm
14.887mm14.887mm
gets Done
#2 #3 #4 #5 #7#6 #8#1
learning | Development | Consulting
#9rePort results regularly
what gets
add ‘results from training programmes’ to the monthly management meeting agenda
and ask managers to demonstrate the impact any spend is having
measureD 113.21mm
113.21mm
14.887mm14.887mm
297mm
gets Done
learning | Development | Consulting
realistiCbe practical and
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Don’t be too precious
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Don’t be too precious
there will always be the occasion where the reason for learning is simply to
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
‘tick a box’
there will always be the occasion where the reason for learning is simply to
Don’t be too precious
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
‘motivate the team’
or to ‘tick a box’
there will always be the occasion where the reason for learning is simply to
Don’t be too precious
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
there will always be managers who say
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
there will always be managers who say
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
and who are not able or willing to engage in value conversations
there will always be managers who say
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
the Key is to be realistic
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
• What can you measure in these cases?
• What is good enough?
the Key is to be realistic
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
start someWHere
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
start someWHere
measure
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
CruCially, report back what you can as often as you can
start someWHere
measure
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
so, in summary, is measuring learning and proving value the ‘Holy grail’ that many have described?
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
not really
so, in summary, is measuring learning and proving value the ‘Holy grail’ that many have described?
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
it’s simPle if you
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Create meaningful and insightful relationships within the business
it’s simPle if you
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Create meaningful and insightful relationships within the business
it’s simPle if you
understand your colleagues’ challenges
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Create meaningful and insightful relationships within the business
Create learning that drives application back at work
it’s simPle if you
Understand your colleagues’ challenges
#2 #3 #4 #5 #7#6 #8 #9#1
be PraCtiCal and realistiC
learning | Development | Consulting
#10
Create meaningful and insightful relationships within the businessUnderstand your colleagues’ challengesCreate learning that drives application back at workreally start with tHe enD in mind
it’s simPle if you
learning | Development | Consulting
We have so much more to share
reaD tHe full artiCle:
www.jsbonline.com/learning-and-development
£49 billion and counting! What impact does
learning really have?
learning | Development | Consulting