The document discusses how to maximize training ROI through high-impact learning. It describes how one company shifted from a "spray and pray" training approach to a blended, high-impact approach focused on ownership, accountability, prioritizing learners and needs, and skills transfer. This resulted in higher certification and retention rates, more people becoming fully licensed and generating revenue sooner.
1. Maximizing Training ROI
Through High-Impact Learning
…A Case Study
HR.com Gus Prestera, PhD
Technology Enabled Learning Learning & Performance Strategist
11:00 am, Eastern gus@presterafx.com
June 6, 2012 www.presterafx.com
2. Housekeeping
• Use “Question” area to submit questions
• Use “Raise Hand” to respond to quick polls
• Will address questions at the end
3. War of Attrition
100%
90% Training
80% Self
Study
License
70% Exams
60%
50% No Man’s Attrition
Land
40% Retention
30%
On Full
20% Commission
10%
0%
Hired >Wk6 Mo 3 Mo 6 Mo 9 Mo 12 Mo 15 Mo 18 Mo 21 Mo 24
4. “Pimp” My Curriculum
Spray & Pray Approach High Impact Approach
More sticky
• Sage-on-the-Stage • Blended delivery
• Class size: 150-250 • Lean content
• 10-hour days • Practice/context-rich
More impact
• 6-Week ILT • 17-Week Certification
• Then self-study • Then high-impact ILT
More quickly
“Old & Busted” “New & Hotness”
Less waste
5. Business Impact
100%
90% License
Exams Training
80%
70%
Certifications
60%
On Full
On Partial
50% Commission
Commission Attrition
40% Retention
30% High Impact
Training
20% Focal Point
10%
0%
Hired Wk 6 Mo 3 Mo 6 Mo 9 Mo 12 Mo 15 Mo 18 Mo 21 Mo 24
7. Principles | High Impact Learning
1. Share Ownership: Stakeholders must
Share Ownership
own learning process and outcomes
Create Accountability 2. Create Accountability: Without it,
expect no impact
Prioritize Learners
3. Prioritize Learners: Who produces ROI
Prioritize Needs
and warrants more investment?
4. Prioritize Needs: Channel resources to
mission-critical needs
Transfer
Skills
5. Transfer Skills: Focus on transfer, your
best predictor of individual success
and ROI
8. 1. OWNERSHIP
Stakeholders must own
the learning process and outcomes
14. Accountability for Results
Business Business unit leaders created
Unit MBOs related to head count
targets, revenue from new
Associates, and ROI
Associates Account Managers
(Learners) -ability
Coaches
15. Accountability for Results
Business
Unit
Associates Account Managers
(Learners) -ability
Managers had variable comp tied
to Associate-related MBOs, so
Coaches their success was tied to the
success of their Associates
16. Accountability for Results
Business
Unit
Associates Account Managers
(Learners) -ability
Coaches were compensated and
recognized…coaching success
evaluated as part of their career Coaches
development
17. Accountability for Results
Associates Failure to pass Business
Unit
certification exams and
performance assessments
grounds for termination
Associates Account Managers
(Learners) -ability
Coaches
19. Investing in the High Potentials
Phase 3:
Individualized
“Establishing a
Complete Practice”
Phase 2:
High-Impact
“Growing the Year
$ Star
Business” One
$
Performers
Licensed
Phase 1:
Month 3
Certification
and
Certification Certified
“Getting $
Started” New Hire
Associates Bad hires and
low performers
wash out
30. The Learning Process
How do we support learning over time?
Knowledge Skill
Building Fluency
Awareness Skill Skill
Building Mastery Transfer
Barriers to Transfer
Skill Skill
Building Refresh
Prestera & Marker, 2006
31
31. Performance Engineering Model
Information Resources Incentives
• Clear • Materials, tools • Financial rewards
Organizational expectations
• Time •
Factors • Relevant Recognition, prais
• Working
feedback e
conditions
• Clear instructions • Positive work
environment
Knowledge Capacity Motivation
• Know-how • …to learn • …to learn
Individual • Skills • …to perform • …to perform
Factors • Fluency • …to improve • …to improve
Gilbert, 1970
Human Competence
32. Performance Solutions
Information Resources Incentives
• Clear • Materials, tools • Financial rewards
expectations
• Clarify expectations • Provide resources
• Time •
• Incentivize performance
• Provide feedback• Relevant • Improve tools Recognition, prais
• Recognize performance
• Working
feedback
• Provide instructions • Ergonomics e
• Cultural change
conditions
• Clear instructions • Positive work
Knowledge Capacity Motivation
• Know-how • …to learn • …to learn
• Simplify • …to perform
work • Coach perform
• …to
• Formal learning• Skills
• Development • Hold accountable
• Informal learningFluency
• • …to improve • …to improve
• Hire/Replace • Hire/Replace
33. What does it take to succeed?
Generate 30 new leads per week
Hold 5 appointments per week with qualified leads
Spend at least 6 hours per day on prospecting
$150,000
in new assets per week
35. Questions?
1. Share Ownership: Stakeholders must
Share Ownership
own learning process and outcomes
More sticky
Create Accountability 2. Create Accountability: Without it,
expect no impact
More impact Prioritize Learners
3. Prioritize Learners: Who produces ROI
Prioritize Needs
and warrants more investment?
More quickly
4. Prioritize Needs: Channel resources to
mission-critical needs
Less waste Transfer
Skills
5. Transfer Skills: Focus on transfer, your
best predictor of individual success
and ROI
36. Thank you!
Please complete survey
Maximizing Training ROI
Through High-Impact Learning
…A Case Study
HR.com Gus Prestera, PhD
Technology Enabled Learning Learning & Performance Strategist
11:00 am, Eastern gus@presterafx.com
June 6, 2012 www.presterafx.com
Hinweis der Redaktion
Maximizing Training ROI Through High-Impact Learning: A Case StudyDoes your enterprise learning organization spend large amounts of money on training with little apparent effect on business results? That’s not unusual. Training dollars are often spent on knowledge transfer rather than performance support, when the latter has a stronger correlation with improved organizational effectiveness. Training dollars are often spent on infrastructure that is poorly architected and content that is poorly designed, so asset utilization rates are generally low. Training dollars are often not linked to core business results in any serious manner with true accountability and consequences in place to back up an organizational commitment to learning. These dysfunctions are commonplace, yet there are exceptions, and we can learn from them. I’ll share with you some ways to combat low training ROI, leveraging a recent case study. A global financial services firm with a national network of brokerage offices housing more than 10,000 Financial Advisors found that it was spending too much on Associate on-boarding while yielding a poor return on investment. The on-boarding program was costly yet ineffective, because it relied completely on classroom training, was poorly designed and developed, lacked management support, and took too long to complete. In this webinar, we’ll discuss how the curriculum was re-designed to make better use of technology and to drive performance outcomes more quickly and cost-effectively. Specifically, we’ll discuss how the team leveraged High Impact Learning principles to prioritize learning needs and concentrate training resources on the places where it would have the greatest impact on organizational performance. By picking their battles wisely, making practical use of technology, and investing in high-impact training where it could do the most good as well as high-efficiency training where it couldn’t, they maximized ROI for their organization. Short Description: Does your organization spend large amounts of money on training with little apparent effect on business results? That’s not unusual, but I’ll share with you some ways to combat low training ROI, leveraging a recent case study. Specifically, we’ll discuss how the team leveraged High Impact Learning principles to prioritize learning needs and concentrate training resources on the places where it would have the greatest impact on organizational performance. By picking their battles wisely, making practical use of technology, and investing in high-impact training where it could do the most good as well as high-efficiency training where it couldn’t, they maximized ROI for their organization. 3 Things You Will Learn: After attending this session, you will learn:How to prioritize enterprise learning needs effectivelyTechniques for driving business results and creating ROITechniques for managing costs to maximize ROI
By doing this, we are able to reinvest some of the savings from phase 1 into phases 2 and 3, where the ROI was going to be greater.