Client: Fortune 300 software company specializing in creating and publishing digital content.
Specific Need: Measure and communicate the effectiveness of leadership development training to executives.
Background: The client is a large software company with more than 25,000 employees. Their Talent Development team is responsible for creating content that promotes leadership development and effectiveness. Their audience includes leadership and individual contributors across the organization. While they have been able to effectively deliver content for these audiences they’ve been unable to measure learning effectiveness.
The Opportunity: The global leader of the Talent Development team would like to see more engagement in their content. He is confident that they have good content, but they’ve struggled to communicate their effectiveness. The leadership team believes if they can start marketing how effective their content is, more people will engage in it. In turn, they should see leader effectiveness and employee engagement improve.
The Solution: The Talent Development team did not have experience measuring learning effectiveness. So, they hired Jason Davis from JMM Advisory Group as a consultant to guide their efforts. Once onboard, Jason met with various members of the Talent Development team to understand their situation. After several interviews and reviews of internal documents, Jason identified three opportunity areas in their process. First, when they started a new project, the team was not asking enough questions to understand the problem. Second, there was no method of collecting data that indicates behavior change after training. And third, the team didn’t have a way to convert their objectives into monetary value.
Jason went to work on a plan that would give the Talent Development team the capability to communicate their impact on the business. Using his experience with large organizations with thousands of employees, Jason helped the team implement the plan. This plan focused on three areas:
The Results: The Talent Development team started asking more questions up front, which helped identify the business metrics they should monitor. Standardized surveys helped compare courses to each other while collecting data from learners on how they applied the content on the job. After determining which measures the team could convert to money, they had all the data needed to calculate ROI and communicate training impact to executives.