Unlock Training Impact with ROI by Design

TrainingImpact2On Wednesday, May 20, I will lead a session at the International ATD Conference and Expo in Orlando, Florida. My session is ROI by Design: Unlocking Training’s Impact. This post is a snapshot of my presentation. If you’re at the conference, I hope you’ll attend.

In recent posts, I’ve talked about training impact, the struggle to measure training ROI, and my book ROI By Design. Obviously, training impact and ROI are my passions. Just as obvious is the struggle that training pros have with these topics.

In my years in this field, I saw how trainers struggled to prove their value. I saw businesses clamor to know, definitively, the value of their training dollars. I saw firsthand the brawls training departments had at budget time.

ROI By Design — A Better Way to Measure

I knew there was a better way. Training design was the key. ROI By Design was the solution. My session describes the ROI by Design model. It’s an alternative to the traditional Kirkpatrick and Phillips model of measurement.

ROI By Design has been used in healthcare, finance, pharmaceutical, and oil/gas industries recently. I’ll detail some of those success stories during my presentation.

In short, the goal of my session is to show how training can be measured, in evidence-based data. The ROI By Design model provides an easy-to-follow chain of evidence. The chain links the training plan to behavior change to business outcomes.

The Chain of Evidence Linking Training to Results

The ROI By Design process moves beyond Kirkpatrick’s levels. The model steps through how to create quantifiable performance improvement and apply measurement and evaluation. You will learn the best practices necessary to create the chain of evidence. Training design and planning holds the answers. You will learn what type of data to collect, when/how the data is collected, what you can learn from the data, and how to communicate the results to stakeholders.

After the session, you’ll know how to link job requirements to training you can measure. You’ll know how to measure training impact on the learner, on the job, and on the business.

You’ll discover how to choose the right metric to measure. You’ll be able to link metric improvements directly to training programs.

You’ll learn when and how to measure within the training process. You’ll know how to achieve quantified results.

You’ll know how the training profession can progress from overhead to business partner. Your training data will lead the business to improve training decisions. With time, your training will be proactive rather than reactive. You’ll see what works and have the data to back up your conclusions.

If you won’t be at the conference, but would like to learn more, please contact me. If you will be in Orlando, I’d love meet you there. Send me a message or comment below.