Measure Twice, Cut Once: A Lesson for L&D
This weekend, I will be trying my hand at a bit of wood working by building a bench for my kitchen table. While I was talking to my dad about it, he mentioned the old builder’s adage; Measure twice, cut once. This got my thinking about L&D. How many of us have faced “learning solutions” that failed to deliver what was expected? I would wager that every company has faced this challenge at some point and it all stemmed from failing to really understand the analysis of a problem. I think L&D could greatly benefit from this timeless piece of advice; measure twice, cut once. Without question, the analysis of a problem is the most important part in creating a solution. It is up to L&D leadership (or anyone who makes decisions for projects) to really understand the “measurement” and information behind the analysis before moving forward with a project. For me, to measure twice is to complete the following:
- First, take time to find and understand the problem. Consider the following:
o Why is this a problem?
o What is causing it?
o Is this issue effecting everyone?
o Who are the people who are not affected by this problem?
o What are they doing right or differently?
o Also, how much is this problem costing us financially?
o What is the potential cost if a solution fails?
- Part of a solid needs analysis is understanding the risk(s) associated with problems and solutions. By measuring twice, we can evaluate and reevaluate these associated risks and their impact on an organization. Be sure to look at this data, and ensure that stake holders understand the issue/need. A lot of the time, clients come to L&D with their understanding of the need, and their solution. And how many of us L&D folks, said “Okay! We will start this project right away!” I think this is where we fail the client and the learners. L&D did not do the initial needs analysis, nor did they check over the work and measure twice.
- Complete a cost analysis/break down of potential solutions; this does mean to consider more than one option. Also consider for a moment that L&D may not be the best solution. Gasp! How dare I! I know, I know…something that is often overlooked/misunderstood is the fact that training might not solve the problem and if training is implemented incorrectly, it will yield less than desired results. It is at this part of the process that you must consider the ROI/business needs and cost analysis of using L&D to fix the problem and this goes for ALL potential solutions.
- Learning Objectives. Depending if it is a training issue or not, this can be a difficult and painful part of the analysis of a problem. These learning objectives need to be created in a way that it is measurable and can clearly show a ROI. Take your time with these, since they set the stage for developing a solution. Also when creating the learning objectives, consider what the end result will look like. How will this learning objective be evaluated to show ROI?
- Know your audience! I mean, really know them…infiltrate their ranks and become one! In all seriousness, spend time to get to know them, their likes and dislikes when it comes to the learning process. Know how they access and view learning. Are they heavily mobile? Are they computer literate and can successively navigate an LMS or knowledge center to find relevant training? Knowing your audience will help you derive a solution that is effective and cost efficient. No sense wasting time and money on solutions no one wants to implement or take advantage of.
- Lastly, measure twice! Take your time, and reevaluate the data and information. I know that a lot of the time we need solutions yesterday, but it does no good to rush through, measure once and expect the cut to be perfect. Sometimes we catch a break and the cut will be perfect, but how much will it cost you if it isn't?
Would love feedback, leave your comments and let me know what you think!