Two steps forward, one step back

Josh and Footprints by Vu Bui

I have a sign that hangs by my desk. It is simply black print on a white piece of paper. It says: The Prime Directive: Improve outcome performance measurably. That’s it. Nothing more. Nothing less. In my opinion, it sums up my job quite nicely. The problem is that I can’t tell when I am successful and when I am not successful. Have you ever had that happen to you? Have you ever worked for a company and been unable to tell if you were successful or not in executing the mission statement?

My goal with each and every elearning course or training tool that I develop is make a positive impact on the user and to improve their performance. Sounds easy. Unfortunately, there are so many factors involved that it is difficult to pinpoint changes in performance that are directly related to the course. I have tried pretests and posttests. I have tried focus groups. I have tried coaching sessions, all in an effort to zero in on the true impact of the learning interaction. So far, I have not found a satisfactory was to track the impact of the training interventions that I have designed.

To date, the most rewarding feedback is simply annecdotal – the people in my Leadership Development Program (LDP) say that the courses and discussions are helping them with their daily management tasks. They have changed the way that do certain things based on the material that they learned in the program. Maybe this is enough. Maybe I am just being too picky in looking for a “scientific” way to measure this impact. Obviously this measure of performance change is all the more important in today’s economy in which the learning and development folks must show results.

How about the rest of you? Have you experienced this challenge as well? How did you measure performance change? Do you have any ideas to share that might help other L&D folks out? Let’s hear them everyone!