Training Industry Magazine - Fall 2016 - 43


Devise a sustainability plan up front. Leverage
change management and organizational
development approaches to design and
implement a plan that will ensure that
learners will be motivated, supported,
rewarded and recognized for modifying
their behavior.

for the formal training element based on
a cost-benefit analysis. Discuss the ways
in which this decision allowed sufficient
time for designing and implementing
a sustainability plan with on-the-job
supervisors in order to ensure that the
desired KPIs were achieved.

Identify any barriers for training transfer.
How does your organization impede
supervisor encouragement, feedback
and coaching, or opportunities to use
new information and skills? Utilize
organizational development and change
management tactics to break down these
barriers. Proactively consult with colleagues
experienced in these areas to identify
interventions that drive transfer of training
after the formal learning intervention.

Use meaningful dashboards to present
the progress on each KPI with a frequency
(e.g., monthly or quarterly) upon which
you have agreed with the program
sponsor. These dashboards will ensure the
continued support of senior management
after the training event. Investigate data
analytics tools you might use to analyze
key information, spot trends and present
KPIs in an effective and timely manner.

Link the KPIs of the learning solution to
the performance evaluation of on-the
job supervisors. This alignment will help
motivate supervisors to coach learners
so they can demonstrate the desired
behaviors on the job.

LEADING AND LAGGING INDICATORS

Report on the value delivered. Identify the
program sponsor upfront, and agree on
desired KPIs as well as a timeline to report the
costs and benefits of the learning solution.

Leading indicators are metrics that
assesses whether a learning solution is
on track, somewhat on track or not on
track to achieving the desired behavior
modification. If leading indicators are not
favorable, you can take corrective action
to proactively address gaps and reduce
scrap learning.

Communicate the value of the learning
intervention from a cost-benefit
perspective. For instance, provide
evidence to demonstrate that you made
the decision to use an external vendor

A linear ADDIE
mindset does not
work for key
programs that
aim to change
a behavior.

The Learning Effectiveness by Design
approach utilizes leading and lagging
indicators to actively manage the work
environment variables that influence the
desired behavior modification.

For instance, assume that you have
identified active coach involvement
in securing stretch assignments (a
leading indicator) as a critical element
of a leadership development program. If
only eight out of 15 coaches attend the
briefing call to discuss their roles and
responsibilities, the learning intervention
is certainly not on track to achieve the
desired KPIs. You could proactively react
to this red flag by briefing the remaining
coaches using a different approach, such
as a 1:1 briefing. This process may seem
time consuming, but without it, it's very
likely that participants will not obtain the
right level of coach involvement needed
to ensure their success after the program.
Use green (on track), yellow (somewhat
on track) and red (not on track) on your
dashboard to track leading indicators
after a learning solution has been
successfully implemented.
Lagging indicators represent the extent to
which the end goal of a learning solution

T R A I N I N G I N DUSTR Y MA GAZ INE - FALL20 1 6 I WWW.TRAININGI NDU S T RY . C OM/ MAGAZ I NE

has been achieved. Unlike leading
indicators, these metrics cannot be changed.
For example, lagging indicators could
include the retention rates of participants,
early career advancement, and improved
360 assessment results one or two
years after implementing the leadership
development program.
It is often said that numbers do not lie. This
statement is a compelling rationale for why
metrics are at the heart of the Learning
Effectiveness by Design approach. It guides
the decisions learning professionals make
before, during and after the formal training
event and ensures that we develop and
implement holistic learning solutions.
As a next step, select one learning solution
that meets the criteria for this approach.
Identify three KPIs and share them with a
few colleagues. Develop a perspective on
how you will design the learning solution
to achieve the desired KPIs. Continue to
experiment with the remaining behaviors
and steps presented in this article until
the Learning Effectiveness by Design
approach becomes a habit.
Fiona Sookhai is a writer, consultant and
researcher in the field of organizational
development. Email Fiona.

Additional
Resources
* The Association for
Talent Development's
"Measurement and
Evaluation" page
* "Evaluation in
Organizations: A
Systematic Approach
to Enhancing Learning,
Performance, and Change"
by Darlene Russ-Eft and
Hallie Preskill, published
by Basic Books
* "The trainee in context:
Examining the relationship
between self-efficacy and
transfer climate for transfer
of training," research by
Fiona Sookhai and
Marie-Hélène Budworth

| 43


https://www.td.org/Topics/Measurement-and-Evaluation https://www.td.org/Topics/Measurement-and-Evaluation http://onlinelibrary.wiley.com/doi/10.1002/hrdq.20044/abstract http://onlinelibrary.wiley.com/doi/10.1002/hrdq.20044/abstract http://onlinelibrary.wiley.com/doi/10.1002/hrdq.20044/abstract http://onlinelibrary.wiley.com/doi/10.1002/hrdq.20044/abstract http://onlinelibrary.wiley.com/doi/10.1002/hrdq.20044/abstract http://www.trainingindustry.com/ezine.aspx

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

Perspectives
Table of Contents
The Outcome of Engagement
Learning Outcomes: We Are Products of our Environment
Step Back and Disengage to Learn
Have Your Millennials Checked Out?
Performance versus Training: It Isn't Always a Training Issue
Mindfulness: A Critical Success Factor
Creating the Ideal Learning Environment
Passion in the Classroom: Can You Be a Sand Salesman?
The Leader as the Facilitator: How to Effectively Lead Knowledge Workers
Interaction Psychology: Why Characters, Clicks, Points and Badges Don't Translate
Learning Effectiveness by Design
Four Ways to Increase Learner Engagement
Open Badges: Reimagining the credential space
Bridging the Disconnect with Learners From Other Cultures
From Where I Sit
L&D’s Role in Moving the Needle on Employee Engagement
Deploying an After-Training Program
9 Ways to Get Business Leaders to Buy-in to Your Learning Efforts
Engaging Content Delivery for Coding Training
Company News
What's Online
Training Talk
Training Industry Magazine - Fall 2016 - Intro
Training Industry Magazine - Fall 2016 - Cover1
Training Industry Magazine - Fall 2016 - Cover2
Training Industry Magazine - Fall 2016 - Perspectives
Training Industry Magazine - Fall 2016 - Table of Contents
Training Industry Magazine - Fall 2016 - 5
Training Industry Magazine - Fall 2016 - 6
Training Industry Magazine - Fall 2016 - 7
Training Industry Magazine - Fall 2016 - 8
Training Industry Magazine - Fall 2016 - The Outcome of Engagement
Training Industry Magazine - Fall 2016 - 10
Training Industry Magazine - Fall 2016 - Learning Outcomes: We Are Products of our Environment
Training Industry Magazine - Fall 2016 - 12
Training Industry Magazine - Fall 2016 - Step Back and Disengage to Learn
Training Industry Magazine - Fall 2016 - 14
Training Industry Magazine - Fall 2016 - Have Your Millennials Checked Out?
Training Industry Magazine - Fall 2016 - Performance versus Training: It Isn't Always a Training Issue
Training Industry Magazine - Fall 2016 - 17
Training Industry Magazine - Fall 2016 - 18
Training Industry Magazine - Fall 2016 - 19
Training Industry Magazine - Fall 2016 - Mindfulness: A Critical Success Factor
Training Industry Magazine - Fall 2016 - 21
Training Industry Magazine - Fall 2016 - 22
Training Industry Magazine - Fall 2016 - 23
Training Industry Magazine - Fall 2016 - Creating the Ideal Learning Environment
Training Industry Magazine - Fall 2016 - 25
Training Industry Magazine - Fall 2016 - 26
Training Industry Magazine - Fall 2016 - 27
Training Industry Magazine - Fall 2016 - Passion in the Classroom: Can You Be a Sand Salesman?
Training Industry Magazine - Fall 2016 - 29
Training Industry Magazine - Fall 2016 - 30
Training Industry Magazine - Fall 2016 - 31
Training Industry Magazine - Fall 2016 - 32
Training Industry Magazine - Fall 2016 - The Leader as the Facilitator: How to Effectively Lead Knowledge Workers
Training Industry Magazine - Fall 2016 - 34
Training Industry Magazine - Fall 2016 - 35
Training Industry Magazine - Fall 2016 - Interaction Psychology: Why Characters, Clicks, Points and Badges Don't Translate
Training Industry Magazine - Fall 2016 - 37
Training Industry Magazine - Fall 2016 - 38
Training Industry Magazine - Fall 2016 - 39
Training Industry Magazine - Fall 2016 - Learning Effectiveness by Design
Training Industry Magazine - Fall 2016 - 41
Training Industry Magazine - Fall 2016 - 42
Training Industry Magazine - Fall 2016 - 43
Training Industry Magazine - Fall 2016 - Four Ways to Increase Learner Engagement
Training Industry Magazine - Fall 2016 - 45
Training Industry Magazine - Fall 2016 - 46
Training Industry Magazine - Fall 2016 - 47
Training Industry Magazine - Fall 2016 - Open Badges: Reimagining the credential space
Training Industry Magazine - Fall 2016 - 49
Training Industry Magazine - Fall 2016 - Bridging the Disconnect with Learners From Other Cultures
Training Industry Magazine - Fall 2016 - 51
Training Industry Magazine - Fall 2016 - From Where I Sit
Training Industry Magazine - Fall 2016 - 53
Training Industry Magazine - Fall 2016 - 54
Training Industry Magazine - Fall 2016 - L&D’s Role in Moving the Needle on Employee Engagement
Training Industry Magazine - Fall 2016 - 56
Training Industry Magazine - Fall 2016 - Deploying an After-Training Program
Training Industry Magazine - Fall 2016 - 9 Ways to Get Business Leaders to Buy-in to Your Learning Efforts
Training Industry Magazine - Fall 2016 - 59
Training Industry Magazine - Fall 2016 - Engaging Content Delivery for Coding Training
Training Industry Magazine - Fall 2016 - Company News
Training Industry Magazine - Fall 2016 - What's Online
Training Industry Magazine - Fall 2016 - Cover3
Training Industry Magazine - Fall 2016 - Cover4
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