Training Industry Magazine - Fall 2016 - 42

Communicate
the value
of the learning
intervention
from a
cost-benefit
perspective.
organization and client level would help
achieve the key performance indicators?" A
learning design that answers this question
will better match the organization's
learning culture than one that achieves
the stated learning objectives.
KEY BEHAVIORS

Here are four key behaviors that drive the
Learning Effectiveness by Design mindset,
along with steps to help you along the way.
Start with the end in mind. Identify the
key performance indicators (KPIs) of the
learning solution at an individual, team,
organization and client level. Before you
begin designing the learning solution,
meet with the sponsor, and present five
or six key performance indicators that
the learning solution could directly and
indirectly impact. Consider business
impact KPIs, such as increased retention
of key talent, early advancement of key
talent, readiness of key talent to take on a
role in the leadership succession pipeline,
increased revenue, increased adoption rate
of a strategic tool/process or cost savings.
Then consult with the learning solution
sponsor to narrow the metrics to three
KPIs. Limiting the number of KPIs makes
the learning solution more focused.

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If you have identified eight or more
KPIs, it's likely that the learning solution
is part of a multi-year, organizationwide initiative, and you'll need a multiyear timeline that focuses on three or
four KPIs per year. Furthermore, use
metrics that matter to the sponsor, and
frame them using terminology that
resonates with senior management, not
learning professionals.
Use a scientific approach. Harness a scientific
research methodology to design an
effective learning intervention and test if
your interventions will achieve the KPIs.
Accept that the post-course evaluation
survey is the weakest evidence you can
use to assess learning effectiveness. Put
more effort into obtaining metrics that
provide evidence of learning transfer and
business impact.
Adopt a research mindset by designing
a customized learning intervention that
will achieve the desired KPIs. Proactively
estimate the efficacy of each key design
element of the learning solution in achieving
the desired KPIs. Ask an independent
learning or evaluation colleague to review
the design of the learning solution. Invite
him or her to constructively challenge the
ability of the design to achieve the desired
behavior modification.
Separate the role of design from the role of
measurement. This separation will achieve

the independence needed to ensure that
the learning solution is effective. Too
often, learning professionals are their own
judge and jury. This mixed role contributes
to scrap learning.
Collect data from multiple sources to
ensure valid and reliable evidence of
the solution's business impact. Combine
data sources by relying not only on selfreported information from learners but
also on evidence from coaches, on-thejob supervisors, peers, direct reports
and/or existing business data. Use both
qualitative and quantitative data collection
methods. This combination will provide a
sound audit trail to prove that the learning
intervention, not an extraneous factor,
achieved the desired KPIs.

TIPS N' TRICKS
* Create an evaluation plan up front,
and refine it as you develop the
learning solution.
* Identify an evaluation and assessment
professional to drive the implementation
of the evaluation plan.
* Report on both learning effectiveness
and learning efficiency (i.e., the effort it
took to achieve the desired KPIs).

Table of Contents for the Digital Edition of Training Industry Magazine - Fall 2016