Unlocking the Value of Learning and Development: How to Measure Impact
Lori Niles-Hofmann: Focus on Timing and Relevance
“To truly answer this question,” says Lori Niles-Hofmann, senior ed tech transformation strategist at NilesNolen, “you need to start back at the beginning. What is your evidence of need and can it be solved by learning? This is tied to one of three things: How will this learning intervention help the company make money, save money, or mitigate risk? If you cannot pinpoint this before putting fingers to keyboard, then you are wasting your investment.”
Naphtali Bryant: Embrace the Power of Narrative
“Organizations are conditioned to boil everything down to the numbers,” says Naphtali Bryant, executive coach and leadership development consultant at RAC Leadership, “but impact for learning is more than just quantitative data. It’s also about new narratives within the organization.”
Ruth Gotian: Beyond Engagement Metrics
“To truly measure the impact of learning and development (L&D),” says Ruth Gotian, chief learning officer at Weill Cornell Medicine, “we need to go beyond traditional engagement metrics and look at tangible business outcomes.”
Dr. Terri Horton: Navigating an AI-Driven Future
“Inspiring employees to prioritize learning involves making it relevant, personalized, and future-focused,” says Dr. Terri Horton, work futurist and HR consultant at Future Path. “By aligning learning opportunities with career goals and organizational objectives, employees can see the direct impact on their growth and success and connect it to the organization’s future.”
Christopher Lind: Embracing Complexity
“Measuring the impact of any learning intervention,” says Christopher Lind, VP, chief learning officer at ChenMed, “is a complicated and multifaceted problem. Given that, you’ll never solve it with a universal or overly simplistic solution.”
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