This document discusses evaluation of learning initiatives, which is the third stage of the Turning Learning into Action (TLA) methodology. It emphasizes that evaluation should focus on measuring behavior changes and business impacts rather than just knowledge gained. The ROI Institute's approach ties evaluation back to the initial objectives. Effective evaluation also starts with deciding on objectives before designing the initiative. The document then provides an example of an impact dashboard that can be used to evaluate changes in objectives, application of goals, and business benefits from the learning. It collects data on these metrics from participant progress reviews and action plans.

1. Lever – Transfer of Learning
- present –
“The Evaluation of Learning”

2. Evaluation
This slideshare will focus on the third
stage of the successful learning
transfer methodology - Turning
Learning into Action™ (TLA)

3. Preparation ACTION Evaluation
After robust preparation for a learning initiative,
followed by ACTION conversations after the
learning initiative, it is important to consider
how you are going to evaluate the application
of learning in the workplace.

4. “Many training programs frame their
definition of success in terms of ‘things
we want people to know’ rather than
‘behaviour we want to see”

5. Jack & Patti Phillips from the ROI Institute
are leaders in the field of evaluation (http://www.roiinstitute.net/)
Their methodology centers around the
importance of tying evaluation to the initial
objectives.
Their research with CEOs of Fortune 500
companies found that CEOs don’t care
about how many people attended a
course, or whether they enjoyed it. They
care about what participants are doing
differently and the impact that this is
having on the business.
We believe that the minimum objective
and evaluation that needs to happen is
application.

6. So plan for your outcomes from the start
with the Outcomes Planning Wheel
4. What are the specific
criteria of success?
1. What business need(s)
will be met?
2. What will participants
do differently and better?
3. What or who
could confirm
These changes?
– used with permission Fort Hill Company www.forthillcompany.com

7. Here at Lever – Transfer of Learning we collate progress review data at
the end of the TLA process to review application of the learning in an
impact dashboard.

8. These impact dashboards can be customized as per your client’s need.
But the essentials you can cover with a dashboard are as follows…
Program details – an
overview of initiative
details. Where client is
familiar with the Net
Promoter Score (NPS)
you can include this
metric.
The pie chart of objectives
offers a snapshot into
objectives set on the action
plan.
Here we compare
the level to which
participants felt they
met their objectives
vs. what level they
could have met them
without TLA
Here we look at the uplift in
the application of goals
after TLA sessions. You
could also use this box for
sales analysis to get into
ROI – if you are doing sales
training.
Here we look at a word
cloud of changes made
thanks to the learning. We
use www.wordle.net as a
tool for this.
We sometimes do another
word cloud here of business
benefits from the learning,
or you could include a
handful of quotes.

9. Calibration
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At the end of a learning initiative, before we commence TLA
sessions, we get participants to create an action plan. We use
numeric calibration to attune where participants are with their
goals, and where they want to get to.
At the end of the TLA process, we then get
participants to re-calibrate where they are with certain
goals on a progress review form. The goals and
calibration go on to form part of the impact dashboard
and enable us to see the level at which learning has
been applied.

10. Summary
• Attempting to fudge, hide or ignore results by cherry
picking what to evaluate is pointless. Genuinely
evaluating success or failure against worthwhile
objectives is not.
• For evaluation to be really effective we must start with
the end in mind. Decide what the learning objectives are
before the initial design so you can evaluate the
outcomes in relation to those objectives.
• Focus on reaction and learning evaluation, as well as
application and impact with the option of going all the
way to ROI

11. Learning Transfer Impact
Our results based on over 4000 participants across organisations
Participants on
average reported an
80% improvement
in transferred skills
post TLA.
Participants also reported
a 58% improvement in their
ability to achieve learning
transfer objectives as a result
of the TLA process

12. Turning Learning into Action – the book
Showing trainers, buyers of training
and L&D professionals how to take
training to the next level and achieve
the ultimate business results required
in 3 steps. Check out Chapter 11 for
more detail around how to create an
impact dashboard.
For a FREE CHAPTER click here

13. Thank you!
Emma Weber
Lever – Transfer of Learning
W: www.transferoflearning.com
E: emma@leverlearning.com
P: +61 2 8221 8833
Twitter: @emmaweber
Facebook: Lever – Transfer of Learning