Avery

February 2020 - TD Magazine

A Very Different Model

With modern technology, accurately measuring the impact of virtual training programs is a very real possibility. When used properly, this kind of measurement catalyzes change in industries like healthcare, financial services, consulting, manufacturing, and others that rely heavily on effective training programs. But the ability to measure doesn’t guarantee success. You also need to know what metrics to track, how to avoid bias, and how to get buy-in from stakeholders and instructors.Let’s examine how best to use data and automation to save instructors and administrators time and improve the learner experience.3 Top Challenges to Effective AnalysisWhile there are several things to consider when implementing the most effective measurement program for virtual training, let’s take a closer look at three top challenges that we recommend tackling first, as well as our tips for clearing these hurdles with ease.1. Difficulty quantifying engagement. Look for a virtual training measurement platform that collects and analyzes the data for you, assessing factors like tardiness, the number of minutes instructors speak versus learners, and the number of learners raising their hands and using customized reactions, to name a few. Once you start measuring, set benchmarks based on your historical data, setting ambitious yet realistic goals for improvement. 2. Unintentional bias using qualitative measurement.Those responsible for measuring the effectiveness of training programs shouldn’t completely ignore qualitative methods of judging engagement, but must also introduce data to reinforce the findings of qualitative measurement to ensure accuracy.3. Lack of instructor focus on measuring engagement. Put plainly, the onus should not be solely on instructors here. The introduction of technology and data can be a welcome solution. Teachers can focus on teaching while reliable tech measures the results in the background, helping tell a complete story.Use Results to Improve InstructionTo improve instruction, it’s critical to analyze various metrics like total class time, instructor speaking time, participant speaking time—including the total number of times participants spoke as well as the average speaking time from all participants—and the total number of times participants raised their hands or gave feedback through the platform. Technology solutions can help compile all these metrics into one easy-to-digest dashboard and allow you to view results for an entire session, as well as drill down into individual participant results. Use the insights from your results to inform the changes you make to your training programs, and continue to iterate as more results come in.Technology can also automate time-consuming tasks like attendance recording, time in, time out, and tardiness, which both increases the accuracy of this data and frees instructors up to focus on quality education, improving the learning experience overall.Demonstrating Program EffectivenessIf you’re trying to effect change in your training programs by determining what’s working and not working, having quantifiable results and trends can go a long way in showing stakeholders the impact. Remember to utilize automation in your reporting technology, which can help expand reporting efforts and demonstrate effectiveness at a larger scale. When you’re communicating the value of your reporting to stakeholders, it also helps to have a framework for your metrics that’s backed by research and proven success. The Kirkpatrick Model for evaluating learner engagement lends itself perfectly here. This model distills training evaluation down to four distinct levels: The reaction of learners, including their thoughts on the training experienceThe learners’ increase in knowledge after the training experienceThe learners’ behavioral change and performance after applying the skills learnedThe results the learners’ performance has on the business or organizationMake sure whatever metrics you’re tracking to measure effectiveness follow a similar model to the Kirkpatrick Model. The key is persistent tracking to evaluate success at several points in time, allowing you to present a complete picture with your results.Access to accurate data and smart automation is the backbone of a successful training program. A powerful virtual classroom platform that’s purpose-built for learning and development, like Class, ensures that you can always keep your finger on the pulse of how your programs are performing, allowing you to focus on innovating and providing the best possible education for your learners.

Measuring the Impact of Your Virtual Training Programs

Today’s economy is … challenging. On top of that, some organizations are still adapting to the changes caused by the COVID-19 pandemic, like distributed teams, remote meetings, and hybrid offices. The need for strong leaders is more significant than ever in light of those obstacles.Strong leadership skills are essential for managers to build and lead engaged, innovative teams prepared to handle today’s challenges. And the key to being a strong leader might be different from what you think. In an ELB Learning webinar, Kristie DeLoreto, SVP, Client Solutions, and Laura Doerr, VP, Operations at ELB Learning, demonstrated why empathy matters in leadership.Empathy in leadership is the ability to relate to and connect with people to inspire and empower their lives. However, it’s important for leaders to understand the difference between empathy and sympathy. “It’s a very gray line,” said DeLoreto. “I think you either kind of understand it, or you need to practice to get better at being more empathetic or knowing the difference between those two.”Lack of Empathy vs. EmpathyYou may have worked in environments where the first second somebody has performance problems at work, the automatic response is to say, “You’re out.”That is an example of a lack of empathy. Unfortunately, this can be fairly standard in our business world. Someone walks into your office and says, “Your numbers have been down for the third quarter in a row. You have to pick up your numbers. Otherwise, I can’t guarantee what the future will look like.”How inspired is that person going to be at work the next day? On the flip side, here’s the empathetic approach.Someone walks into your office and says, “Your numbers are down for the third quarter in a row. Are you okay? I’m worried about you. What’s going on?”We all have performance issues. Maybe someone’s kid is sick. Maybe they’re having problems in their marriage. We don’t know what’s going on in their lives, which will affect their performance at work. Empathy means being concerned about the human being, not just their output. Most people don’t want to be bad performers; they want to do a good job. Leaders must remember this.Exercising empathy can help leaders build teams, hire employees, and work with clients.Building teams. According to a 2022 Gallup report, employee engagement has dropped over the last several years to 32 percent, and 17 percent of employees are actively disengaged. Recognizing and respecting your employees’ emotions—even the negative ones—is a powerful way to connect with them. Empathy lays the groundwork for mature leadership and connecting with your workers as people.Hiring employees. Empathy is also important in the hiring process. It gives insight into another person’s motivations and helps you judge whether a candidate is right for a position. “If you look at your candidate with empathy, you can see the person and the human they are. And if they’re going to bring that to the table and bring those right skills and the right fit culturally, and all those other pieces just by thinking about that,” said DeLoreto. Working with clients. By employing empathy in your conversations with clients or subject matter experts, you can better understand their pain points and get on the same page. Having an open, thoughtful, empathetic conversation—especially with difficult clients—where you align and get on the same page will improve your relationship. In addition, empathy allows you to understand how another person is likely to behave, which can be powerful in negotiations.Why Leadership Training Can HelpDuring the webinar, DeLoreto polled the audience, asking who had worked for a leader who lacked empathy at any point in their career. The response was a resounding 95 percent “YES.”Effective leadership training needs to include soft skills training such as empathy. While there will always be a demand for training on hard skills, at ELB Learning, we’re seeing more and more clients come to us for manager and leadership development.