Courageous Training: Bold Actions for Business Impact What if Training Really Had to Work? © Advantage Performance Group – 2007 All Rights Reserved – Reproduction of these materials in any form is prohibited without prior written permission from the Advantage Performance Group Training 2008 Robert O. Brinkerhoff Advantage Performance Group February 2008

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Training Impact Estimation Worksheet Did not try it at all?Tried it a bit, had trouble, went back to old methods? Used it and achieved concrete & valuable results? % =

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group COSTS RETURN Predictable Training Impact Distribution ? % DID NOT TRY IT AT ALL ? % TRIED IT TO SOME EXTENT BUT GAVE UP ? % TRIED IT AND GOT POSITIVE RESULTS

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group COSTS RETURN Courageous Training Goal ? % DID NOT TRY IT AT ALL ? % TRIED IT TO SOME EXTENT BUT GAVE UP 90%+ TRIED IT AND GOT POSITIVE RESULTS

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Making Training Work Good (the past challenge) Low High Importance to Business Quality of Training Low

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Making Training Work Great – The future challenge Low High Importance to Business Low Application of Learning

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Failure Reason Percentage Estimate What Causes Failure to Get Impact? Application Environment Didn’t get any manager support Had no opportunity to try it out Lack of peer support No incentive to use it Lack of feedback and coaching Etc. Learning Intervention Could not learn it Wanted to learn it, but instruction failed Bad training design or materials Facilitator did bad job Etc. Preparation & Readiness Wrong people attended Mgrs were not aligned around the initiative No clear reason for attending Lack of preparation focus Didn’t need it; already used it Etc.

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Learning Event BeforeAfter Training: The Reality RESULTS ResultsResults Greatest Opportunities for – Improvement – Leverage

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group RESULTS Create Focus & Build Intentionality Provide Quality Learning Interventions Support Performance Improvement A New Model for Performance

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group RESULTS Create Focus & Build Intentionality Provide Quality Learning Interventions Support Performance Improvement A New Model for Performance Implementing this approach requires new actions from managers Sustaining this approach is a whole organization accountability – not just L&D’s accountability

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Three Trainees Debrief  Which will have greatest impact?  Which is most common?  How was Trainee #3 “made”?

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group RESULTS Create Focus & Build Intentionality Provide Quality Learning Interventions Support Performance Improvement Moving the Theory into Practice Evaluation to “teach” the organization: When it worked, what value achieved? When it didn’t work, what value was left on table? Who did what to make it work?

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group The Impact/Manager Support Cycle Evaluation & Measurement

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Some Recent Successes  Pitney Bowes –Implemented major sales strategy requiring training; embedded HIL tools into process –Measured business impact & application of training –Achieved 40% increase in this high priority sales area when HIL tools were used –As a result of study, Sales VP changed process for how training was implemented –Success led to mandatory manager preparation of trainees

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group Courageous Training Call to Action  Acknowledge our mission  Confront reality  Educate customers  Focus our learning efforts on the entire Learning- Performance process  START NOW! –Build a learning/performance-capable organization –Measure and provide relentless feedback –What is learning? –How does it add value? –What do customers have to do?

BUILDING THE LEARNING-CAPABLE ORGANIZATION | October 2007 © 2007 Advantage Performance Group New Book – Berrett Koehler 2008