In the News: Measuring return on investment on training

As we all know, this question of measuring ROI on training is often asked but an incredibly tricky one that’s almost impossible to answer. I often pose the question “how capable do you think a workforce would be after an extended period of time with NO training?”. Most execs seem to agree that the answer is “not very!”.

We use a system we call SMART learning that uses a simple measurement to compare capability before and after training – this doesn’t provide a definitive $ return but shows clear positive change.

Here’s a fantastic article that offers an interesting view of the subject.

Have a great weekend!

Cheers, Sam

Return on Investment on Training Programs

I Want To Develop My People, But I Can’t Prove It’s Worth The Money’

By: Stephen J Meyer – Forbes Magazine – August 2014

Why would anybody spend a ton of money training employees if there’s no way to actually prove it works?

Many would answer, “I wouldn’t.” But that’s the wrong question.

Can you quantify the benefit of your elementary, middle or secondary school education? Probably not.

Would you say, “I’m not going to buy a six-figure education for my kid to go to college unless I can prove it’ll get her a six-figure job”? Not likely. Continue reading

In the News: It’s performance that matters!

A bit of a long one but well worth the read – cheers, Sam…

Learning Solutions Magazine

By: Conrad Gottfredson – Learning Solutions Magazine – Aug 2014

When all is said and done—leading, managing, technologizing, big data enabling, training, supporting, and engaging employees—organizational success is fundamentally determined by how well people actually end up performing the day-to-day work of the organization.

The performance zone

Human performance engineer Gloria Gery described the arena where this day-to-day work of the organization takes place as “the performance zone.” More than twenty years ago, she challenged organizations to develop their capacity to enable high-level job performance within this zone. This zone is where “things come together … where people ‘get it,’ where the right things happen, where the employee’s response exactly matches the requirements of the situation … where employees put together all the individual [and collective] dance steps that they have mastered. The dance, the dancers, and the music are one.” (See the References at the end of this article.) Continue reading

In the News: Frontline managers important but undertrained!

To be honest, in light of the lack of investment in training across Australia (and possibly much of the world) over the past few years, it’s probably no surprise that such a high percentage of execs believe that inadequate frontline leadership is damaging engagement levels…what is surprising (at least to me) is that if they feel this is the case, why aren’t they investing more in the only proven way to effectively manage improvement in capability…training!



Frontline Management Training Australia

By: Human Capital Magazine – 18/08/2014

In a recent study involving more than 600 global executives, 90% of respondents felt that inadequate leadership among frontline managers was detrimental to employee engagement levels. Continue reading

The power of Positive Affirmation over Criticism

Building Positive Teams

There was an interesting conversation today on ABC Radio Brisbane about the benefits of being ‘Thankful’ for a more fulfilling, happier life. One of the things that was discussed, that is extremely relevant for leaders who wish to develop a positive, highly engaged, and motivated team, was the benefit of motivating people through the positive affirmation of the things they do well instead of focusing on the things they aren’t doing so well.

Of course, if a team member (or the whole team) is doing something incorrectly, this of course needs to be addressed, however, mixing critique with praise is a highly effective way of making sure a culture of negativity isn’t developed.

Sometimes it can be hard to find the positives but if you look hard enough, you’ll find them!



Ps. Forgive the lack of posts last week, I’m afraid I was away on business and it wasn’t easy to get to a computer.

In the news: Three ways to create innovative leaders

Further to my recent post about the huge focus in India and China on developing innovative thinking and the subsequent need for Australian organisations to be highly innovative to stay ahead of the international pack, here’s an interesting related article from the USA’s CLOmag on how your organisation can create innovative leaders – cheers, Sam…

Top view of a business meeting in progress

To build innovation capabilities, CLOs should address the challenge on three levels: building individual skills; helping teams innovate new products, processes or business models; and building systemic capabilities for the whole company.

By: Michael Lurie – Chief Learning Officer Magazine

What do, Apple, GE, Google, Disney and Tata have in common? They all have remarkable long-term performance track records — and they all regard innovation as central to their success.

Continue reading

In the News: Innovation is the key to a properous future

This morning I was reminded of an item on ABC radio about the way Australian companies can remain profitable in an increasingly competitive global market.

The unquestionable truth is that we simply cannot compete with countries like India and China when it comes to cost of manufacturing/production…indeed, we lost that race many years ago.

However, western countries/companies still (just) lead the field in terms of innovation, and if your product or service is one (or more) steps ahead of the competition from overseas, buyers will typically allow for the extra costs associated with production.

Continue reading