In a culture of continuous learning and development (L&D), designing impactful training sessions that effectively measure and track success is paramount for trainers looking to make a lasting difference. Organizations look to trainers to quantify learning outcomes and demonstrate improvement over time — “show me the return on investment (ROI) of the workshop”— and trainers need the data to validate the effectiveness of their approach.
To help as you plan training for the rest of the year, here are some practical recommendations to consider when designing training to improve the way you show the success of your work.
3-Phase Impact Measurement Plan
Impact measurement should be designed and executed in three steps to obtain best results. To ensure this three-step methodology is easy and practical, trainers should:
1. Inform the training participants of the three-phase impact measurement plan (focus on the benefits).
Transparency is fundamental to set expectations for a training program. Inform your trainees from the beginning that you will measure their progress in three stages: before the training begins, immediately after it concludes, and then three months following the training. This approach underscores the importance of their commitment to the entire learning process, not just the training sessions themselves. It also mentally prepares them for the journey ahead, emphasizing the value of long-term improvement over immediate results.
2. Invest time to introduce your learning framework.
Invest time in the beginning of the training to walk your trainees through the learning framework explaining the methodologies, tools and strategies you will use throughout the training period. You might be familiar with one of these models: Kirkpatrick’s Four Levels of Training Evaluation, The Phillips ROI Methodology, 360-Degree Feedback, Learning Agility Assessments, and others. Regardless of the framework you opt for, you should use a short survey based on your training content. This test should be used at three key stages to effectively track progress.
This provides a clear roadmap of what to expect, and how you will facilitate learning and measure success. This step is crucial for aligning expectations and fostering an environment of psychological safety between trainer and trainees.
3. Showcase progress with group and individual dashboards.
Providing immediate feedback on results is crucial for engaging trainees in the evaluation process. Upon completing the training, dedicate time to present the group’s average progress through a visual display on a shared dashboard. This visual representation can highlight collective areas of strength and improvement, fostering a sense of community and shared achievement among participants.
Additionally, whenever possible, provide each trainee with a personalized dashboard that outlines their individual progress. This personalized feedback is instrumental in reinforcing personal achievements, identifying areas for further development, and setting the stage for continued learning.
Follow-up time: Reevaluate progress 3 months later
The real test of any training program’s effectiveness is its impact over time. Three months after the training, you should conduct an evaluation to measure its lasting effects. This follow-up is critical for assessing whether the acquired skills and knowledge have been assimilated into trainees’ professional practices.
With this structured three-step approach of crafting assessments, trainers and trainees can recognize and celebrate progress, being aware of the changes facilitated by training!
