Have I got my measurement strategy correct?

This question “Have I got my measurement strategy correct” is one that keeps many learning and development professionals awake at night. When this question occupied my mind for some time and was leaving me discontented I realized that what is required to deal with this situation is very simple and clear mental map, framework that could act as a guide. I have endeavored to craft a simple mental map and a framework that would help every learning and development professional build a measurement strategy and one that could be used to identify what is the scope for improvement.

Before we look at the framework I would like to outline 3 Key reflections from my experience and study as to how we could get the measurement strategy correct:

1. Have clarity on what you are agreeing to address:

Have a clear understanding on what level of need are you servicing. Dana Gaines Robinson and James C. Robinson in their book “Performance Consulting: A Practical Guide for HR and Learning Professionals” very lucidly defines the different need hierarchy. As an L&D professional it is very important to have a very clear picture of the needs that are being addressed. If the needs are only explored and agreed upon at lower levels only corresponding measurement strategy could be adopted.

2. Make prudent efforts to identify and use relevant instruments to measure impact:

Based on the need level you have identified you would have to select relevant measurement instruments to determine the impact and difference learning and development has delivered.  Measuring performance improvement and change in behavior to achieve expected results at an individual and workgroup level involves working closely with the business users and base-lining the current performance levels before and then measuring the change after relevant interventions are administered. Most L&D professionals think that work environment changes are out of there scope. Performance changes are only evident and sustained if the work environment is conducive and sportive of higher order performance. Identifying what are the causes for current performance has to be done judiciously. Periodic measurement of the change has to be undertaken to determine its influence on performance.   

3. Establish linkage to business outcomes:

The most important, but not so easy to achieve is measuring the impact of L&D solution to business goals and objectives. L&D professionals are always challenged to demonstrate the linkage / correlation to business outcome. When we ask this question why this is so very difficult. One reason that pops up in my mind is, we most often fail to elevate the need discovery to the business impact level with our business sponsor before the start. One reason for not doing this is most often we jump into providing solution before we discover the business need. Calhoun W. Wick (Author), Roy V. H. Pollock in their book “The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results” clearly calls this out as the most critical step.

 Through this framework outline below I have tried to create a mental map, framework and a measurement maturity evaluation model that could be used by all L&D professionals. 

Using the above mentioned model maturity of your current measurement approach that you are using could also be gauged. I have classified the level of maturity into Inception, Functional, Performing and Best in Class.  In today’s context measuring the change in knowledge and skill level through various means are assumed to be given by business leaders and hence it only takes the level of Inception. When L&D solutions are able to impact work environment factors and are able to elicit desired behaviors and performances from employees and work-group it is important to measure the impact. If your measurement is achieving this then you move to the level of functional and performing (auto cruse).  When you are able to measure the impact on business outcomes and are able to quantify the returns you reach a level of Best in class.

Do share your thoughts on how you think you would be able to use this model.