In recent years, a broad range of small, medium and large organisations across multiple industries, geographies and cultures have tried IoweU approaches.
Some have struggled. One-off training interventions; lack of sponsorship; limited pre and post training follow-up; mis-alignment of reward systems; conflicting internal pressures and more have been cited as reasons why anticipated benefits have not flowed.
Happily, many more have encountered significant success.
The 4-levels of evaluation first elaborated by Donald Kirkpatrick in 1959 remain a useful guide for measuring ROI. The 4 levels are:
Reactions: participants reaction to the training (typically captured in course evaluations and sometimes referred to as "happy sheets".
Learning: what participants have learned from the training. Often evaluated through some form of quiz.
Behaviour: whether behaviour has changed and what was learned is being applied on the job. More difficult to evaluate as must be observed. Typically requires the involvement of the business - which can be surprisingly hard to secure.
Results: whether the application of training is achieving results. The golden chalice of training evaluation and equally rare to find. Effective level 4 evaluation demands thought, systems alignment and commitment from all parties.
Level 1 - Reactions to IoweU programs are distributed thoughout this website. For a selection of cross-industry comment click below. These responses are taken from the answers to question 1 on our standard evaluation form which reads:
Please describe your overall reaction to this workshop:
A variation on the traditional evaluation format is the Confidence Barometer. This can be a useful tool for demonstrating improvements to a group's confidence as a result of attending training.
Level 2 - Learning evaluation is supported through use of the IOWEU's Engage Board Game. Additionally, we have provided clients with industry-specific quiz questions.
Level 3 - Behaviour change evaluation is supported through the Learning Application Review - a tool for line-managers to review the application of key concepts. In addition, we provide scenario specific feedback, through the use of real-time tagging of behaviours (using firewire video technology) or after the event analysis of behaviour in video-recorded role-play situations.
Level 4 - Results is the most difficult are to evaluate. It takes time, money and effort. Not least because there are so many other factors that can contribute to results, that isolating the impact of a training initiative is notoriously difficult. To date, we've been unable to find clients willing to partner with us in a large-scale level 4 evaluation project.
What we do have are a number of anecdotal examples, case studies and testimonials from across the globe and across industries, that suggest that practicing IoweU approaches can have a significant beneficial impact on sales results; the costs of acquiring new clients/customers and the ongoing costs of maintaining loyalty. For our favourite example of how one man proved the value of IoweU approaches in one of the world's most competitive markets, click here.
If you would like to know more or start a dialogue with us around ROI, please contact email@example.com.