Measurement and Benchmarking

Yes, and it’s not rocket science!
I am working with a client in a capacity described as “learning reinforcement consultant”. They have run a major sales management training programme, and my role was originally set up to encourage learners to apply the learning by calling them all after each of the 3 modules to ask what is going, what isn’t etc.
As it turned out this admittedly labour intensive but non rocket science approach has uncovered real gold dust in pulling out changes of behaviour which have a measurable business impact.
In the UK alone we have found a concrete £2.8 million ROI on an investment of £150,000.
The client is now considering how to use this methodology on other programmes, and with a bit of luck they will design it in when they design the training itself!
My advice is to be clear about the business impacts you are aiming for from the programme, and then identify how you will measure them when you design the programme.
It does not have to complicated to pass muster with decision makers and sponsors, and it will do heaps for your credibility and learner engagement if you go for it.
Good luck. Do shout if you’d like some more detailed advice.

2 Responses

TrainingZone says:

September 12, 2005 at 12:30 pm

Yes, and it’s not rocket science!
I am working with a client in a capacity described as “learning reinforcement consultant”. They have run a major sales management training programme, and my role was originally set up to encourage learners to apply the learning by calling them all after each of the 3 modules to ask what is going, what isn’t etc.
As it turned out this admittedly labour intensive but non rocket science approach has uncovered real gold dust in pulling out changes of behaviour which have a measurable business impact.
In the UK alone we have found a concrete £2.8 million ROI on an investment of £150,000.
The client is now considering how to use this methodology on other programmes, and with a bit of luck they will design it in when they design the training itself!
My advice is to be clear about the business impacts you are aiming for from the programme, and then identify how you will measure them when you design the programme.
It does not have to complicated to pass muster with decision makers and sponsors, and it will do heaps for your credibility and learner engagement if you go for it.
Good luck. Do shout if you’d like some more detailed advice.
User deleted says:

September 15, 2005 at 9:27 am

Measurement tools
Hi – index360 offer a range of performance measurement tools that have been developed to be used as part of a L & D programme – take a look at their web site for further details. David Clutterbuck and David Megginson’s latest book ‘Making Coaching Work’ has several pages on how Britvic Soft Drinks used index360 to improve Sales Managers performance.

Valerie Heritage
The Communication Challenge Ltd