How do you know you will achieve your desired outcomes?

I take evaluation very seriously. Before we run the Learning Loop programme or indeed any programmes, I undertake to outline, with the client, what measures we will have in place to see if the programme has been a success.

I have just completed two cohorts with a new client and it is too soon to measure all the outcomes but we know that confidence has increased and ways in which they can improve. In a few months time we will be able to see the learning applied into action but meanwhile things are looking good!

Looking at just four of the evaluation forms, you may see why I am feeling confident we will achieve our desired outcomes of increasing confidence and capability in the subject matter experts. There are some hard business measures too for the learning they will be facilitating! Meanwhile take a look at the evaluation forms:

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How do you get from ROI to compliance training?

It was such an interesting chat today in the L&D Mastermind 2nd Friday natter on Clubhouse. We started off talking about the ‘ROI of Learning’ and we finished off discussing about how to find the higher purpose of compliance training.

If you have never attended anything on clubhouse, it’s an informal (non-video) way of having a great discussion. Our next L&D Mastermind natter is on December 10th at 9am on this link.  We will be talking about ‘Reflection: its purpose and value to L&D’.

 

These are some of the memorable take-aways I have from the natter (prompted by Cat Nelson, who was on fire btw!):

1) Measuring ROI can be a great weapon to use when someone wants training without a purpose – get them to define what they will get out of it and ask lots of questions

2) If you have a clear purpose to be fulfilled by the training it is easier to deliver it

3) The WAY that we train can have a completely different impact even with the SAME purpose

4) The L&D role is evolving and rather than think about L&D strategy we need to be clear about the business strategy so that we help deliver on it

5) Even in compliance training, by digging deeper into the wider purpose you can broaden the impact and gain more buy-in.

6) For ‘cost-centres’ like customer service start to look at the value you bring rather than the cost you incur – this forces you to look at your purpose

If you would like to learn more about how to get deeper into the organisational needs then this blog may also be of interest.

Interactive activities on an induction?

I am working with a client, helping their subject matter experts become more facilitative and creative when they help others learn.

This has generated a lot of enthusiasm and one person involved in inductions has asked this question. “It is possible in a 20 minute session (presentations mostly) to get interaction going?”

My answer has to be yes and was backed up by neuroscience, that being talked at all day is NOT going to be as impactful learning experience. You need to involve people. As I answered the question and justified the use of creative activities, one member of the group offered to share her experience of induction from 5 years ago.

The MOST memorable of the many sessions they had from a vast array of departments, was from the Procurement department. They set up an activity where groups were given a (fake) pot of money to spend on something they needed and had to justify that spend. This lasted 20 minutes and yet had a profound impact.

Which are your most memorable induction activities that you either experienced, heard about or delivered? Would you please share them here to create a resource for many?

Why don’t you use subject matter experts?

You may already be using subject matter experts to deliver training and see the huge benefits that this model brings. You may have considered using them or used them already without success. Whichever camp you fall into, in this blog I am going to explore the pros and cons of using subject matter experts within your organisation. I am going to share a real live case study from Stockport Homes who have had great success with their ‘Facilitator Pathway’ programme, which was introduced in 2015 and has been reaping rewards ever since.

Liz Chadwick, Head of Organisational Development at Stockport Homes said about the (Learning Loop) Facilitator Pathway:

“The Facilitator Pathway is fundamental to SHG’s approach to personal growth and development.  It has enabled us to provide development opportunities for our team members whilst addressing learning needs across the organisation.  Having a tailored approach based on organisational priorities and policies allows us to get it right first time”

So why would you consider using subject matter experts and not external consultants? Here are just a few considerations:

  • Training budgets are limited or about to be cut
  • The specialist external consultants in the subject of interest do not always understand the intricacies of how it applies to your organisation and you want the training to be tailored
  • You have a lot of external consultants coming in as you need the training frequently as part of your compliance requirements.

Stockport Homes introduced the facilitator pathway alongside other career development pathways in 2015 to strengthen their personal growth offer and generate efficiencies. This pathway provided stretch and recognition of talent, whilst knowledge sharing with other colleagues. The pathway has been a fundamental part of SHG’s Learning and Development Plan, providing bespoke solutions internally across the group.

Here are some of the pros and cons of using subject matter experts:

Pros

  • They have knowledge not only relevant to your industry but the application in your organisation
  • Cost savings* see table below
  • Promotes a learning culture where learning is not ‘owned’ by L&D but can be seen to be done by anyone who is willing and with an aptitude
  • Person is a known and respected part of the organisation
  • Tailored to the organisation
  • Opportunities to build team cohesion when leaders and managers are involved

Cons

  • They are not trainers or facilitators, so may not be able to put their subject across in an engaging or impactful way
  • Their ‘day job’ pulls them away from delivering the learning
  • A consultant will know what trends are happening in the broader industry and be able to share those
  • Employees may not think out of the box
  • Lack of inclusion and diversity if hearing the same voices
  • Outdated content?

Since 2015, I have been running the Learning Loop programme for the Facilitator Pathway for Stockport Homes. Part of the needs analysis identified that the main driver was to save the £1000 per day fee that external consultants were charging. There have been significant money savings since 2015, although it is difficult to be exact in the tracking of all the days the subject matter experts have trained.

Below is a very conservative estimate of how much money will have been saved by the July 2022. Most cohorts have had 12 participants and the cost of the training (mainly safeguarding) has not been adjusted for inflation over the last 6 years. Some of the people on the Facilitator Pathway have done maybe 10 days training whereas others have done none. Therefore, to give an idea of the sort of savings that could be had, we have assumed just 2 days training per year per person since 2015. You can see that will mean by this time next year they will have (conservatively) saved £380,000

Facilitators trained (cumulative total) Days trained per person annually Money saved that year (£1000 per day)
2015 10
2016 10 2 £20,000.00
2017 20 2 £40,000.00
2018 30 2 £60,000.00
2019 40 2 £80,000.00
2020 40 0* £0.00
2021 50 2 £80,000.00
2022 2 £100,000.00
TOTAL £380,000.00

*2020 no training face to face due to COVID19

The impact of these figures speak for themselves. As a consultant, if the client knows annually, I am going to be saving them initially £20,000, my fee in comparison will seem insignificant.

Training subject matter experts is not the same as training trainers or facilitators. They do not have experience in how people learn or how to create engaging learning activities. The role of any programme to help them deliver training in an impactful and engaging way is to:

  • Role model great practice
  • Provide simple models to follow to make analysis, design, delivery and evaluation straightforward.
  • Give them confidence that they can facilitate (not just present)
  • Inspire them to design quickly for themselves, relevant and interesting activities without the need to buy in ‘activities’
  • Help them to deliver learning that is business focussed as well as brain friendly (not just one of these!)
  • Be pitched at a level where the SME’s may have no L&D knowledge

If you would like to know about the impact of the Learning Loop programme on the participants of the “Facilitator Pathway” look at some of the comments from past participants:

“Motivates me to think outside the box and make a different way of learning key to improving the organisation”

“Very interesting, not what I thought it was going to be. Have always had training but not like this. Was much better :)”

“Energising and inspiring. You get lots and lots of different tools and ideas to make training interesting.”

“Very informative. Brilliant teaching techniques and great activities”

 “Really interesting training that helps to inspire you and bring out your creative side”

Liz Chadwick, Head of Organisational Development at Stockport Homes said about the Facilitator Pathway: “The Facilitator Pathway is fundamental to SHG’s approach to personal growth and development.  It has enabled us to provide development opportunities for our team members whilst addressing learning needs across the organisation.  Having a tailored approach based on organisational priorities and policies allows us to get it right first time”

Contact us to find out how we can help develop your subject matter experts to deliver training in-house to save you money year on year.

 

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