Bernadette Boas describes a four-layer measurement system: behavioral assessment, application data, business impact, and cultural integration. The key is reporting results to managers so they reinforce what people learned, creating a pull-through effect that drives lasting change and ROI.
Chapters
your measurement system, as we'll call it, it should have 4 layers to it. It should look at the behavioral assessment, it should look at the application data, the business impact metrics, and also the cultural integration. Keep in mind, as part of your measurement system, all 4 of these layers should be reported on, should be documented, should be discussed and coached. It should be provided within quarterly development reports to HR, annual impact summaries for your C-suite. And keep in mind, reporting is not just about proving the program works. It's that pull-through. Because when managers know that their application of the learning is being measured and reported on, then the application will improve. The focus, the intention, the attention to to applying what they learned in their day in, day out will improve. And so ensure that you're not only using the reporting for proving that you're doing a great job in L&D or HR and that your programs are working, but more so that pull-through that you've incorporated into your programs is having a lasting impact on the team, on the culture and on that leader and ultimately the business. And that in itself will create that return on investment that you're looking for.
