Training for Results Webinar 2016
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1 Training for Results Delivering meaningful results back to the business
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Transcript of Training for Results Webinar 2016
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Training for ResultsDelivering meaningful results back to the business
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Today’s host
Chip ClearyKineo
VP of Design, Solutions & Consulting
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We have a problem!
• Only 25% of CEOs said that their training programs are effective at measurably improving performance. – McKinsey Quarterly
• Only 24% percent of respondents feel that their organization’s training is tightly linked to their organization’s overall strategy. - Deloitte Human Capital Trends Survey
• 96% of Fortune 500 CEOs want to know the business impact of their learning and development programs.
Only 8% do now. - The ROI Institute.
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POLL: How do business leaders in your organization view Learning & Development?
o Trusted Advisoro Valued Service Providero Training Who?o Disconnectedo Unhelpful
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Does this happen in your organization?
We hope we supported a business outcome.
We give you training
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Are we managing activities
instead of results?
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Three Steps to Producing Measurable Results
1. Design Journeys
2. Deliver Efficiently
3. Focus on What Matters
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Three Steps to Producing Measurable Results
1. Design Journeys
2. Deliver Efficiently
3. Focus on What Matters
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An Example
Management wants to improve quality.
You’ve done some great performance consulting. To improve quality, you require that your front-line leaders set
expectations more effectively.
Sounds good!
Now what happens?
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Shifting our perspective
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Proficiency Journeys
Learning solutions that lead to demonstrated results
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A Proficiency Journey: How we actually become proficient
Performance Gap
Outcome
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Frank needs to set expectations better
FrankTeam Lead
6 weeks experience
JuliaDistrict Manager
2 years experience
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1. Engage
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I Set Expectations When We Face …
When I Set Expectations, I …
When I Set Expectations, I Cover This Category of Expectation…
2. Diagnose
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3. Learn
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4. Apply
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After participants apply, they document the growth of their capability
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5. Assess
Results agreed upon & signed off by
participants and their managers
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A Proficiency Journey: How we actually become proficient
Performance Gap
Outcome
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An Quite Different Example
Management is trying to improve information security. You’ve done some great performance consulting.
To improve information security, you require that your entire staff become aware of some simple common risks and take some simple steps to ensure security (e.g., don’t use usb sticks you found in the
parking lot).
Sounds good!
Now what happens?
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A very different proficiency journeyLevel of Need
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Three Videos Delivered the Key Message
Information Security Is Everyone’s Responsibility
Don’t Neglect to Password Protect
Think Before You Click Beware What You Share
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The videos supported by what amounts to an advertising campaign
Informative Materials and Intense Promotions• New intranet site
• Tip sheets
• Policy guides
• Emails
• Branded sweets
• iPad® contest
• Intranet announcements
• Posters, flyers, bookmarks
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86% Said the Campaign Increased Their Awareness
“Now I’m more careful when going online and more aware of risks.”
“I’ve increased the difficulty of my passwords.”
“I exercise caution when clicking on links.”
“I do not write down the different passwords anymore.”
“It makes me think twice before I post something on a social networking site: Will it compromise the studio?”
37%The campaign
changed the way I work
Results from employee survey posted on intranet
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A Proficiency Journey: How we actually become proficient
Performance Gap
Outcome
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Three Steps to Producing Measurable Results
1. Design Journeys
2. Deliver Efficiently
3. Focus on What Matters
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To deliver a journey efficiently, we require a blended solution
But just what kind of blended solution?
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Needs before solutions
Any of those interventions may a role … but choose which handful to apply only after deciding which purposes you need to fill for the problem at hand!
• Emails• Videos• Posters• Guerrilla style events• Reflection
• Self-assessment• 180 / 360• Diagnostic instruments
• ILT• VILT• eLearning• Action Learning• Video• Simulation / Games• Mentoring
• Mentored Tasks• Simulation• Action / Project Learning• Mentoring / Coaching
• Quizzes & Tests• Evidence /Observation-Based• 360 / 180 Feedback• Demonstration• Metric-Based
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Asking the questions in the right order
1. What is the gap for each leg of the journey? (e.g., “Engage” will be tough. No one cares about information security)
2. If cost and practicality were no obstacle, what interventions would best address that gap?(e.g., Well, if we could give people a concrete experience of having their security violated, that would engage)
3. Given the pragmatics of the audience, how can we deliver a similar experience economically?(e.g., “Well, we can use a campaign to dramatize a series of stories about security violations)
From a hammer looking for a nail (“What role should social play?”) to a shaped need seeking a solution
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Three Steps to Producing Measurable Results
1. Design Journeys
2. Deliver Efficiently
3. Focus on What Matters
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To maximize impact, target what matters
Potential Impact of Training on a Specific Task
Importance to business resultsX
Size of performance gapX
Ability to remediate the performance gap
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Not all tasks are created equalHow Much Impact Does Each Decision
Have on Sales Per Rep?
Number of Decisions
Sal
es P
hase
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Drill down to specific “critical mistakes”
Phase
Decision
CriticalMistake
Choose Departmentsto Visit
Daily Planning
IgnoreEarly Stage Opportunities
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Focus on What Matters
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This analysis does not need to be prohibitive
This analysis can be quick and affordable
Use a rapid crowdsourced approach to gather the data
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Subtitle
THANK YOU!
