Improvement. For learning professionals, that’s our goal, both for ourselves and for the employees in our learning programs. We’re always on the hunt for effective and efficient ways to deliver that improvement. That was one motivation behind our development of Business Impact 2.0, a first-of-its-kind cloud-based software that is purpose built to link instructional design with business outcomes. Impact 2.0 allows you to design, measure, and report on learning program results for data-driven performance improvement. [Read more…]
I often wonder why measuring learning has not always been required in our professional practice. Honestly, how do you know if your programs are any good if you do not measure them? Measuring learning is not that difficult. You simply determine the outcomes you expect from your learning program and measure against those outcomes. This should be a basic standard of professionalism in our field.
In fact, measuring learning is only difficult if: 1) you cannot determine what your outcomes should look like or, 2) you do not know what you did to make learning happen.
In my experience, both challenges are linked and addressed in learning design. It is in learning design that you clarify the outcomes you are looking for. It is in design that you create a plan to achieve the outcomes. Therefore, our professional practice of measurement is all about verifying design decisions. [Read more…]
It never fails to surprise me how many of my colleagues hold on to the nonsense belief that measuring ROI is just too difficult. Far too many in our profession hold onto that notion that we simply cannot accurately determine the value of the product we provide.
So let me say again: Measuring ROI is a straightforward task. It’s not only clear, it’s an essential skill that you need to master. You need to know it for the sake of your profession and for the overall health of the organization that you support. [Read more…]
For eight years, Chief Learning Officer magazine has honored top L&D organizations with their LearningElite awards. They say these awards go to “organizations that employ exemplary workforce development strategies that deliver significant business results.” The process is rigorous and peer-reviewed. The ultimate winner is chosen after the top five competitors compete in a final capstone project. Winners represent the elite when it comes to learning program success. Their secret is aligning their learning strategy with business strategy. [Read more…]
To run any successful business, there are a few things that must be done. You need to:
- Ensure you have a product or service that supplies a need
- Focus on production, distribution, and marketing
- Expertly manage your finances and resources
To run a learning department or business, the means for success are the same. Specifically, for the learning business you need to: [Read more…]
In our blog, we focus a lot on learning objectives and evaluations because these two things connect where we are going (objectives) and how we will know when we get there (evaluations). But, in between those two stages, comes a very important element: instructional methods.
After the goal and the learning objectives of a program are defined, the instructional designer then must choose the teaching method that will accomplish the objectives. Choosing the right instruction method is an essential skill for the instructional designer to have. [Read more…]
Easy to spot. Hard to teach. Most learning professionals understand the challenges with helping people learn soft skills. You know the type of skills I mean — those that support working with others. These skills cover areas such as communication, teamwork, and interpersonal relationships.
The development of these types of skills remains a hot topic among learning professionals. It’s a topic we’ve been writing about for years and in today’s business landscape it is of even greater concern, which is why I thought we should revisit the topic. [Read more…]
Recently while presenting to a local ATD group, I asked the attendees if they felt measuring learning was an important part of professional practice. All 50 learning professionals in attendance raised their hand. Next I asked, “How many of you conduct learning measurement at your company?” Only half the attendees raised their hand.
That result immediately revealed one thing: We believe measurement is important, but we don’t do it. Hmm. [Read more…]
Most learning professionals have heard of Bloom’s Taxonomy (BT), the set of three hierarchical models that classify learning objectives into levels of difficulty. The first volume of the taxonomy was published in 1956. Since that time, the three domains addressed in BT (cognitive, affective, and psychomotor) have been used in both traditional education and training for business. But what role does BT play in creating measurable learning? [Read more…]