Helping your clients connect the meeting objectives (the why) with the logistics (what and the how) can result in a meeting that exceeds expectations and has measurable results. Using ROI or ‘return on investment’ tools will enable you to set measurable objectives that will guide your planning and evaluation process and ensure that you are an integral part of the team.
Title of the presentation is Bite The Bullet and which goes very well with the subject in focus.This slide set was created out of the ATD book on measuring impact of sales trainings for the purpose of internal training and have no commercial value.
very interesting insights into concepts like ROI and aligning training with business strategy and showing its impact on business.
Credits: ATD, Patricia Pulliam Phillips, PhD
Jack J. Phillips, PhD
and Rachel Robinson
Driving Down Meeting Costs & Improving ReturnSignUp4
In an economy where planners are expected to do more with less, realizing opportunities for significant savings will not only drive down meeting costs, it will also impact your bottom line. These strategic cost reductions have the potential to save your organization thousands of dollars annually. This presentation will highlight those strategic savings techniques including:
Value of implementing meetings technology
Data automation vs. manual processes
Strategic improvements for return
Sales White Paper: Evaluating Sales Training ProgramsAltify
This White Paper outlines the generic industry approach to evaluating sales training programs. The TAS Group has developed and built on this approach, which we cover in other more specialized White Papers, some of which are referenced in this document.
5 Ways to Increase the Effectiveness of Your Compensation ProgramsHuman Capital Media
Escalating competition for talent has made it substantially more challenging to attract, retain and motivate employees, while competitive markets have made it more important to control compensation costs. During this spotlight webinar, Dow Scott, professor of human resources in the Graduate School of Business at Loyola University Chicago, will examine five ways to increase the effectiveness of your compensation programs:
Align your business strategy and compensation programs.
Understand employee pay preferences.
Communicate pay information effectively.
Utilize incentive pay strategically.
Evaluate pay programs to achieve continuous improvement.
Title of the presentation is Bite The Bullet and which goes very well with the subject in focus.This slide set was created out of the ATD book on measuring impact of sales trainings for the purpose of internal training and have no commercial value.
very interesting insights into concepts like ROI and aligning training with business strategy and showing its impact on business.
Credits: ATD, Patricia Pulliam Phillips, PhD
Jack J. Phillips, PhD
and Rachel Robinson
Driving Down Meeting Costs & Improving ReturnSignUp4
In an economy where planners are expected to do more with less, realizing opportunities for significant savings will not only drive down meeting costs, it will also impact your bottom line. These strategic cost reductions have the potential to save your organization thousands of dollars annually. This presentation will highlight those strategic savings techniques including:
Value of implementing meetings technology
Data automation vs. manual processes
Strategic improvements for return
Sales White Paper: Evaluating Sales Training ProgramsAltify
This White Paper outlines the generic industry approach to evaluating sales training programs. The TAS Group has developed and built on this approach, which we cover in other more specialized White Papers, some of which are referenced in this document.
5 Ways to Increase the Effectiveness of Your Compensation ProgramsHuman Capital Media
Escalating competition for talent has made it substantially more challenging to attract, retain and motivate employees, while competitive markets have made it more important to control compensation costs. During this spotlight webinar, Dow Scott, professor of human resources in the Graduate School of Business at Loyola University Chicago, will examine five ways to increase the effectiveness of your compensation programs:
Align your business strategy and compensation programs.
Understand employee pay preferences.
Communicate pay information effectively.
Utilize incentive pay strategically.
Evaluate pay programs to achieve continuous improvement.
In a complex and dynamic world, where organization-to-customer relationships are reshaping, NGG assists its customers in enhancing performance and improving customer relations in the global and local arenas, while meeting the toughest challenge of all: quality implementation and sustainability over time.
Beyond creating methodologies and grasping innovative, original strategies, NGG accompanies the customer in the process of transforming a worldview reality into the field, all while making use of consulting, learning, training, mentoring and coaching methodologies tailored and adapted to the industry, culture and life-cycle whereabouts of the organization.
- Implementing customer perceptions and improving sales and service support in global arrays
- Capacity building of client interface officials - perception, skill and tools
- Strengthening organizational abilities by managing customer experience
Now Hiring: Course Enrolment Advisor
SEP Education are growing their Enrolment/Recruitment team and looking for vibrant, professional sales advisors to join us in our journey. As the first point of contact, for our learners, you'll have excellent listening abilities and customer service attitude and be rewarding with a healthy uncapped commission structure.
Check out the role here:
Leadership Management International\'s clients are different. They expect results and it\'s LMI\'s mission to deliver. Here\'s a small bit of information about how we deliver results every time.
In a complex and dynamic world, where organization-to-customer relationships are reshaping, NGG assists its customers in enhancing performance and improving customer relations in the global and local arenas, while meeting the toughest challenge of all: quality implementation and sustainability over time.
Beyond creating methodologies and grasping innovative, original strategies, NGG accompanies the customer in the process of transforming a worldview reality into the field, all while making use of consulting, learning, training, mentoring and coaching methodologies tailored and adapted to the industry, culture and life-cycle whereabouts of the organization.
- Implementing customer perceptions and improving sales and service support in global arrays
- Capacity building of client interface officials - perception, skill and tools
- Strengthening organizational abilities by managing customer experience
Now Hiring: Course Enrolment Advisor
SEP Education are growing their Enrolment/Recruitment team and looking for vibrant, professional sales advisors to join us in our journey. As the first point of contact, for our learners, you'll have excellent listening abilities and customer service attitude and be rewarding with a healthy uncapped commission structure.
Check out the role here:
Leadership Management International\'s clients are different. They expect results and it\'s LMI\'s mission to deliver. Here\'s a small bit of information about how we deliver results every time.
Do your stakeholders want to see evidence of the program's impact?
By knowing what works in your learning portfolio, you can repeat successes and eliminate ineffective programs. This method is based on the work of Donald L. Kirkpatrick, Dr J. Phillips, Robert Brinkerhoff and Josh Bersin.
"Credible, data-driven and actionable reporting of your training impact and talent programs are critical for making right investment decisions."
www.greenbookslearning.com
Measuring the Effectiveness of Training - Myth or Reality?Accord
The intangible nature of training coupled with the number oriented measure of ROI, makes 'Training ROI' a holy grail for learning and development professionals. Because of this, most organisations are reluctant to embark on an ambitious project to put in place a framework to measure the effectiveness of training.
However, companies are now beginning to realise that ROI (in its usually accepted format) is not the only way of measuring the effectiveness of training. An effective framework for training starts with aligning all training activities to the business objectives of the organisation.
This presentation shares some key insights based on the Kirkpatrick Model for evaluation of training effectiveness and shows the critical need for HR to play a strategic role in organisations today.
Sales Managers & Enablement: Strengthening the ConnectionSales Hacker
What You'll Learn:
- The importance of the sales management-enablement partnership, and how data-driven strategies can strengthen that connection
- How data and technology can help provide both parties with a “single view” of sales rep success
- Practical examples of how data-driven sales readiness can improve your overall enablement strategy
Interviews
Module 05 – Live Chat
Evaluating Training Programs: Kirkpatrick's 4 Levels.
The four levels are:
Reaction.
Learning.
Behavior.
Results.
Level 1: Reaction
Kirkpatrick refers to Level 1 as a measure of customer satisfaction. Most of the forms that people fill out at the end of a class or workshop are instruments for measuring Level 1. Here are 8 guidelines that Kirkpatrick recommends to get maximum benefit from reaction sheets:
1. Determine what you want to find out
2. Design a form that will quantify reactions
3. Encourage written comments and suggestions
4. Get a 100 percent immediate response
5. Get honest responses
6. Develop acceptable standards
7. Measure reactions against standards and take the appropriate action
8. Communicate reactions as appropriate.
Level 2: Learning
Kirkpatrick defines learning as the extent to which participants change attitudes, increase knowledge, and/or increase skill as a result of attending a program. So to measure learning we need to determine the following:
What knowledge was learned
What skills were developed or improved
What attitudes were changed
Here are guidelines for evaluating learning:
1. Use a control group if it is practical
2. Evaluate knowledge, skills, and/or attitudes both before and after the program. Use a paper and pencil test to measure knowledge and attitudes and use a performance test to measure skills.
3. Get a 100 percent response
4. Use the results of the evaluation to take appropriate action.
Level 3: Behavior
Level three can be defined as the extent to which a change in behavior has occurred because someone attended a training program. In order for change in behavior to occur, four conditions are necessary:
The person must have a desire to change
The person must know what to do and how to do it
The person must work in the right climate
The person must be rewarded for changing
Level 4: Results
This involves measuring the final results that occurred because a person attended a training session. This can include increased production, improved work quality, reduced turnover, etc.
Here are some guidelines for evaluating results:
1. Use a control group if it is practical
2. Allow time for results to be achieved
3. Measure both before and after the program if it is practical
4. Repeat the measurement at appropriate times
5. Consider cost versus benefit
6. Be satisfied with evidence if proof is not possible
The Link Between Performance Management and Employee Engagement.
Why does employee engagement matter?
Companies with high engagement experience…
16% higher profitability
37% lower absenteeism
2.5 times higher revenues
65% reduction in turnover
18% increase in productivity
Three key drivers of engagement
Connection: An employee’s connection to their boss, company and job
Recognition: Compensation, appreciation and acknowledgment of achievements
Performance: Development, feedback and profess.
Measuring Roi Of Training & Development Ravinder TulsianiRavinder Tulsiani
How to calcluate the return on learning investment (ROI). Companies allocate certain amount of funds and resources to the training budget, what they want to see is how the training impacts their core business objectives (eg. growth, reduce risk etc...) Learn how…
During this session, we team up with CSO Insights to discuss why great coaching is critical for a successful sales organization. We will also examine CSO Insights metrics that show revenue gains enjoyed by organizations with great sales coaches.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Getting started with Amazon Bedrock Studio and Control Tower
Linking Objectives to Outcomes for Successful Results
1. Linking Objectives to
Outcomes –
for Successful Results
Carolyn Browning, CMP, CMM
crb@carolynbrowning.com
Twitter - @crbcmp
2. Housekeeping
• Cell phones on stun
• Please tweet/share!
– @crbcmp
– #rejuvenateMP
• Handouts are for reference – summarize
content
• Survey on conference app at end of session
• Green feedback form for speaker
3.
4.
5. Objectives Drive Decisions
Type of
Meeting
Broad Objective
(WHY?)
Training Introduce new
product to sales team
Incentive Reward & recognize
top performers
Sales Teambuilding, goals
for year, some training
Convention Provide education &
networking
opportunities for
membership
• Budget
• Who’s going
• Who’s paying
• Type of venue
• F&B
• Entertainment
• Guests
• Amenities
• Sponsors
• Exhibits
• Marketing
• Etc.
9. Phillips Method -
Way to Measure
Level 5 -
ROI
Level 4 –
Business Impact
Level 3 - Application
Level 2 - Learning
Level 1 – Reaction & Satisfaction
Level 0 – Statistics, Scope, Volume
10. Level 0 - 100% of meetings
Example:
Achieve 100 registrants @ $100 each by June 1
Statistics, Scope,
Volume
11. Level 1 – 90-100% of meetings
Example:
40% of attendees would recommend meeting to others
Reaction &
Satisfaction
12. Level 2 – 40- 60% of meetings
Example:
Score 80% or better on quiz given at end of session
Learning
(Performance,
Condition, Criteria)
13. Level 3 – 30% of meetings
Example:
Use skills learned to resolve 80% of customer complaints
within the first 3 months after the meeting
Application
(back in the
office)
14. Level 4 – 10-20% of meetings
Example:
Increase sales from existing customers by 5% within 6
months of the meeting
Business
Impact
15. Level 5 – 5-10% of meetings
ROI
Example:
Achieve 15% ROI within 12 months of the meeting.
ROI = (Benefits-Cost)/Cost
16.
17. After participating in the meeting,
attendees will…
Decrease the amount of time required to
complete projects by 5% within 6 months of the
meeting.
4
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
18. After participating in the meeting,
attendees will…
Score 80 out of 100 or better on the quiz at the
end of the session.
2
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
19. After participating in the meeting,
attendees will…
Use the new customer interaction skills in 90% of
the situations where they are needed.
3
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
20. After participating in the meeting,
attendees will…
Achieve a 25% return within 12 months of the
meeting.
5
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
21. After participating in the meeting,
attendees will…
Successfully demonstrate the new selling
techniques during classroom role play.
2
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
22. After participating in the meeting,
attendees will…
Increase sales from existing customers by 5%
within 9 months of the meeting.
4
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
23. After participating in the meeting,
attendees will…
Rate the relevance of the meeting to success in
their jobs as 4.5 on a 5 point scale.
1
This is a level ____ objective
Level 1 - Participant Reaction, Satisfaction & Planned Actions
Level 2 - Learning
Level 3 - Application & Implementation
Level 4 - Impact
Level 5 - Return on Investment
24. Your turn
• Write 2 objectives for an
upcoming meeting based on
the Phillips Method
• Partner up & share
25. Remember…
Make them SMART
Level appropriate (most will be Level 2 or 3)
Don’t overcomplicate
26. Why ask “why”?
• Objectives define purpose
• Objectives direct logistics
• Objectives help with marketing by relating
benefits
• Objectives give you something to measure
29. Connect with me!
crb@carolynbrowning.com @crbcmp
MEETing Needs, LLC
Editor's Notes
As meeting professionals, the logistics – the WHAT & HOW are routine – part of our everyday activities. But in order to best execute the logistics, you need to know the purpose of the meeting to pull it all together. We need to ask - WHY
“We need to have a meeting” Why? It’s our job to ask the why - why are we having this meeting? What is the purpose? What do we want to accomplish as a result? The WHY -> reveals the purpose or objective which will help guide our planning efforts, our marketing, our evaluations.
Let’s just look at how different type of meetings/events have different objectives and how they flow through or influence meeting decisions
Objectives keep you on track, are both a planning & evaluation tool
Need to put mechanisms in place ahead of time to see how/if meeting/event has impact down road. Were sales or satisfaction increases or decreases directly related to meeting?
Not all meetings will be evaluated at Level 5, but all have Level 0 & 1. Most meetings fall in 2 or 3 range.
Easy to measure & gather data – not much to do with value of meeting; gives basic info
How do you want ppl to FEEL?
How do you gather this data? – onsite or post-event surveys
Results are immediate – shows intent
What you do want them to KNOW?
Gather this info through? (ask them) – HINT – learning (so, tests, exams, through ARS, etc.)
What do you want them to DO (back in the office)?
Evaluate further down road through performance evals (if applicable), sales results, phone surveys, post mtg interviews
Problems to solve, opptys to make or save $
Need to put mechanisms in place BEFORE meeting to track this afterward. Not the meeting planner’s responsibility, but part of team working with sales or cust service, acctg, etc.