Lever – Transfer of Learning - present –

“The Evaluation of Learning”

Evaluation

This slideshare will focus on the third stage of the successful learning transfer methodology - Turning Learning into Action™ (TLA)

Preparation ACTION Evaluation

After robust preparation for a learning initiative, followed by ACTION conversations after the learning initiative, it is important to consider how you are going to evaluate the application of learning in the workplace.

“Many training programs frame their definition of success in terms of ‘things

we want people to know’ rather than ‘behaviour we want to see”

Jack & Patti Phillips from the ROI Institute are leaders in the field of evaluation (http://www.roiinstitute.net/)

Their methodology centers around the importance of tying evaluation to the initial objectives.

Their research with CEOs of Fortune 500 companies found that CEOs don’t care about how many people attended a course, or whether they enjoyed it. They care about what participants are doing differently and the impact that this is having on the business.

We believe that the minimum objective and evaluation that needs to happen is application.

So plan for your outcomes from the start with the Outcomes Planning Wheel

4. What are the specificcriteria of success?

1. What business need(s)will be met?

2. What will participantsdo differently and better?

3. What or whocould confirmThese changes?

– used with permission Fort Hill Company www.forthillcompany.com

Here at Lever – Transfer of Learning we collate progress review data at the end of the TLA process to review application of the learning in an

impact dashboard.

These impact dashboards can be customized as per your client’s need. But the essentials you can cover with a dashboard are as follows…

Program details – an overview of initiative details. Where client is familiar with the Net Promoter Score (NPS) you can include this metric.

The pie chart of objectives offers a snapshot into

objectives set on the action plan.

Here we compare the level to which

participants felt they met their objectives vs. what level they

could have met them without TLA

Here we look at the uplift in the application of goals after TLA sessions. You

could also use this box for sales analysis to get into ROI

– if you are doing sales training.

Here we look at a word cloud of changes made

thanks to the learning. We use www.wordle.net as a

tool for this.

We sometimes do another word cloud here of business benefits from the learning,

or you could include a handful of quotes.

Calibration

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At the end of a learning initiative, before we commence TLA sessions, we get participants to create an action plan. We

use numeric calibration to attune where participants are with their goals, and where they want to get to.

At the end of the TLA process, we then get participants to re-calibrate where they are with certain

goals on a progress review form. The goals and calibration go on to form part of the impact dashboard and enable us to see the level at which learning has

been applied.

Summary• Attempting to fudge, hide or ignore results by cherry

picking what to evaluate is pointless. Genuinely evaluating success or failure against worthwhile objectives is not.

• For evaluation to be really effective we must start with the end in mind. Decide what the learning objectives are before the initial design so you can evaluate the outcomes in relation to those objectives.

• Focus on reaction and learning evaluation, as well as application and impact with the option of going all the way to ROI

Learning Transfer ImpactOur results based on over 4000 participants across organisations

Participants onaverage reported an80% improvementin transferred skills

post TLA.

Participants also reporteda 58% improvement in theirability to achieve learning

transfer objectives as a resultof the TLA process

Turning Learning into Action – the book

Showing trainers, buyers of training and L&D professionals how to take training to the next level and achieve the ultimate business results required in 3 steps. Check out Chapter 11 for more detail around how to create an impact dashboard.

For a FREE CHAPTER click here

Thank you!

Emma WeberLever – Transfer of Learning

W: www.transferoflearning.comE: emma@leverlearning.comP: +61 2 8221 8833

Twitter: @emmaweberFacebook: Lever – Transfer of Learning