With Matrix 4
right around the corner, I thought it would be timely to spotlight one of my
case studies and explore what many consider a “futuristic” approach to training
- the VR experience. We all heard of it (and
probably think it’s cool), but don’t have much information when it comes to
quantifiable effectiveness.
When athletes train for the Olympics, how do they know they're getting better? They measure! They measure for more speed, more distance. more technique. If some aspect of training is not enhancing their performance, they immediately try something else. So why don't employees get measured for improvement after they train? Here's a few quick tips to get measurement up and running in your own organization...
Question: What's the ROI of a good ONE on ONE discussion?
Answer: It depends on what you talk about!
In my latest article, I spotlight a case study on how great discussions centered around the employee's career aspirations - instead of weekly tasks - can lead to very positive returns....read more in...
Training Measurement and Analytics
https://trainingindustry.com/articles/measurement-and-analytics/measuring-the-impact-of-better-development-discussions/?utm_medium=email&utm_campaign=trainingindustry&utm_source=weekly
Most organizations change their training programs every year, but they never measure the effectiveness of any of them. Why keep changing and bringing in new training when you never measure the effectiveness of the old training? Read more in the...
Here's a case study I did with the leadership team at Delta Dental of California...see how we showed results for all 6 levels of impact...
TRAINING INDUSTRY MARCH 2021
Most organizations have an interesting relationship with training measurement. In almost all cases, they’re absolutely thrilled with the idea of measuring and showing its value to their stakeholders, but when it comes down to rolling up their sleeves and actually doing the measurement, they typically reprioritize and put it off until tomorrow. This resistance or procrastination is almost always due to 3 horrible myths that dominate L&D: See full article in
