Appendix 5
Track Transformation of Everyone’s Results Tool
Objective of This Tool: Measure your learning cluster’s overall effect on changing learners’ on-the-job behavior, and positive changes in select KPIs. Additionally, seek out powerful stories that exemplify the learning cluster’s impact. Lastly, gather some measures for key learning assets to ensure that L&D is working effectively. (Note: This tool is focused on measuring the impact of the learning cluster. Overall L&D effectiveness, as a result of adopting the OK-LCD model, is addressed separately.) With these measures, L&D can:
• Articulate meaningful goals and targets so that learners, L&D, and the business know the “finish line” that they are targeting.
• Demonstrate value that invites further support through funding and business resources.
• Provide internal feedback so L&D knows what is working for learners and what needs improvement.
Learning Cluster Name: _____________________________________
Learning Cluster Strategic Performance Objectives:
Step 1: Select Measures for the Overall Learning Cluster
The purpose of this set of measures is to determine if the approach is working. Can you identify a trend as you build a critical mass of employees who are changing their behavior such that the KPIs improve?
• In the first column, list the KPI measures and desired on-the-job behavior changes that this learning cluster is designed to impact, as called out in the SPO.
• Determine how L&D can obtain these data regularly. (This may take some work and negotiation.)
• Get a baseline measure wherever possible (the value of the KPI or measure of the behavior before the learning cluster is introduced).
• Determine the goal (for example, percentage change, specific value, evidence gathered through anecdotal stories). Note a timeframe for this change (a week, quarter, year?).
Save the right column for later. Fill it in after the learning cluster is launched. Periodically gather the data and compare results with the goal (column 4).
Step 2: Measures for Key Learning Assets
The purpose of this set of measures is to determine if L&D is meeting learner needs and to identify assets whose metrics share a story that gets attention.
• List key learning assets in the following table (group similar ones, like sets of videos).
• Note the learning touchpoints for the asset.
• Choose metrics for each learning asset or group of similar assets. It may take some brainstorming and discussion to arrive at a decision. Consider:
° How do learners demonstrate performance with this asset? (During or after use? Through Q&A?)
° What groups will contribute to the measure. Learner only or others?
• Note which Kirkpatrick level of evaluation this measure looks at. Try for a mix of levels (not just Level 1 or Level 2).
• Jot down the goal. This may be tough because then L&D is committed, but without a goal, we don’t know when we’ve reached the finish line and can declare success.
• Determine how to get the measure and on what frequency. Be realistic, and consider how long this measure will need to be in place.
Step 3: Select a Few to Share
Choose a few measures in step 1 and 2. For L&D purposes you want to measure all assets and overall effects, but for a management summary we need a more concise story. Choose from the previous measures what could be the most powerful to inspire stakeholders and employees to recommend this learning cluster. Make sure to include at least one measure from step 1.
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Over time, you might rotate measures or find that a particular asset is contributing to the SPO. Change the story as needed to continue to show the relevance and contribution of a modern L&D.
Example
Learning Cluster Name: Continuous Feedback
Learning Cluster Strategic Performance Objective:
By improving continuous feedback skills for managers of others (experienced and new-to-role), the business will benefit by improving new hire time-to-productivity and employee engagement. The changes to on-the-job behavior will include frequent feedback conversations that follow the selected feedback model.
