Training Measurement Services

Making the connection between learning, behavior, performance, and business impact

We pride ourselves on measuring and quantifying the impact of training and development. Our training measurement services align and help to support our core belief in the Transfer of Training™ and the required impact on the business through increased revenue, decreased costs and/or increased productivity.

We believe that training measurement is important for three reasons:

1. To track and measure business results:
   • Are we making an impact?


2. To drive accountability for execution in the areas of:
   • Are people using the new knowledge, skills and processes?
   • Are managers involved, supportive, and reinforcing?


3. To provide feedback for coaching that is:
   • Simple
   • Relevant
   • Actionable

While creating the foundation for accountability and reinforcement, our training measurement services allow you to determine if people are using the skills, the specific impact of the new skills, and what to do next.

Post-Workshop Skill Application, Coaching, & Training Measurement

In addition to our standard workshop satisfaction metrics, LSA offers four additional training measurement and coaching options for each workshop:

1. Are They Using It?
   Adoption Metric™ training measurement surveys are used to track application and results of new skills and approaches 60-90 days after the initial training. This combination of Level 3 and Level 4 training measurement captures both leading and lagging indicators of performance. Each survey typically includes:

• Training measurement of skill adoption and usage in critical situations (12-20 key skills)
• Identification of critical coaching and follow-through activities
• Training measurement of business results and outcomes back on the job based upon key success stories

We frequently use scorecards to provide quick, clear feedback to front-line managers for coaching purposes. The Adoption Metric™ training measurement service is offered as an on-demand service.  There is no hardware, software, or related infrastructure to purchase and maintain. The end result is a highly available, scalable and secure application available to participants 24/7 around the globe.

          View an example Case Study demonstrating the Adoption Metric™
          approach to Level 3 and Level 4 training measurement and where we
          have successfully done this before.

2. What Difference is it Making?
   Impact Metric™ is a careful blend of academic rigor and real-world practicality. Our eight step training measurement process begins with an evaluation of the business goals and challenges to be addressed by the training. Through executive-level conversations, we work with you to identify one to three training measurement metrics directly impacted by the learning initiative and aligned with the business goals.
   

Once data is collected from internal systems including: compensation order-fulfillment billings operations

View an example Case Study to see the Impact Metric™ process in action and where we have successfully done this before.

Impact Metric™ is a new training measurement approach that isolates the results produced by learning solutions comparing high and low adopters of the targeted skills. It controls for most other factors, including age, experience, tenure, location, competitors, market changes, and pricing changes. The result is a clear picture of the “definite difference” made by new skills used back on the job — typically quantified in financial terms.

The fundamental question we are answering is: "What is the difference?" between managers who get involved? between participants who get coached? between those who adopt the new skills and those who don't? between participants who use the tools and those who don't? between those who use e-learning and those in the classroom?

         Why look for the difference?

         To answer the questions: "How can you isolate the impact of the
         training?  Doesn't a rising tide lift all boats?  Aren't there just too many
         outside influences and variables?"

         Traditional training measurement methods address this issue using
         control groups or calculating Return on Investment (ROI).  Both have
         serious limitations.  First, reliable control groups rarely exist in the real
         world.  Second, an ROI statistic is typically too small to show the full
         impact of training, too big to be believed, and too complex to be easily
         understood.

3. What should I do differently?
   Individual Coaching™ Plans provide a true learning and performance accountability system. It helps you answer the question, "How's it going to be different this time?" 
   
   Individual Coaching™ Plans provide personalized coaching profiles (8-12 pages) for each participant to show on the job application for key skills and strategies. As a coaching guide, Individual coaching™ Plans highlight areas of progress and obstacles, benchmarks against peers, and links specific tools and resources to areas of deficiency.

Still think that it is too difficult to measure the return on your training investment through our approach to training measurement?

The white paper 5 Easy Pieces to Performance Measurement may surprise you.

LSA Global delivers training measurement in more than a dozen languages simultaneously, including:

If you would like to learn how our training measurement expertise has helped leading organizations across multiple industries quantify the impact of training and development, please contact us.

See Also: Training Measurement Best Practices Community