Management
5. The objectives of the training intervention are vague. If it’s not clear what you are trying to achieve, then how will you measure effectiveness in any kind of meaningful manner?
However, there are things you can do to ensure that you don’t start off on the wrong foot:
1. Start small. Assuming your objectives are clear and the leadership team is on-board then why not start with a pilot programme? Once you are able to build credibility with the senior management on the merits of measuring effectiveness, they will be much more willing to back you on other programmes.
2. Ensure that your Training Needs Analysis is correct. Simply put, the doctor’s diagnosis has to be correct in order to administer the right medication. Have clear objectives and expected outcomes for the programme whose effectiveness you want to measure.
3. Communicate, communicate, and communicate. Make sure your message reaches the line managers who will eventually be your eyes and ears to observe and report changes in behavior, knowledge, skills or attitude in their team-members.
4. Keep the system as simple as possible. Don’t make the mistake of making it multilayered or bureaucratic. Simplify it to the extent that no one can come back saying they didn’t get it!
5. Build measuring effectiveness into the programme. Combine it with methods that help improve effectiveness e.g. ask leadership programme participants to keep a diary of their progress on the key objectives.
Amandeep Grover is a Senior Consultant at Performance Development Services. He is a Dale Carnegie certified trainer with experience of developing people at all levels in organizations. He specializes in partnering with individuals and focus-groups to help them improve behavior, break down barriers and enhance capability through sustained coaching and mentoring.
www.performancedevelopmentservices.com