1. What is the story you want to tell with your learning programs’ data?
Summary Steps:
Run a Talent Development Summary (TDS), making sure to utilize a relevant benchmark. Include demographics. Use the PowerPoint version to easily insert relevant graphs/charts into this presentation
Note: Slides 8-15 can get really data-heavy, really fast. Add slides to make it easier to consume the info if needed. And, if the data is leading you to some interesting insights, don’t be afraid to follow it and share the story!
Analyze the TDS
What areas are scoring high compared to the benchmark and other categories?
What areas are scoring low compared to the benchmark and other categories?
What questions do you still have? What questions do you think your stakeholders will have?
What sections of the TDS do you want to include in your final presentation? Recommendations are included in this template.
Obtain other key data
Business Results and ROI: Human Capital ROI Card
Dashboards
Scrap Learning
Net Promoter widget and/or report
Utilize Data Explorer and/or run more detailed reports to identify drivers of positive performance and root causes of performance gaps. Possibilities of reports include:
Multi-element comparison reports (Course Comparison Worksheet, Crosstab, Multi-Level Analysis)
Detailed reports (Quick Question, Learner Comments)
Demographic analysis (Talent Development Summary demographics; apply demographic filters to other reports)
What is the story you want to tell with your learning programs’ data?
Make sure to cover the What, So What, and Now What? within your story.
What recommendations are you making based on your learning programs’ data?
What action steps will ensure success?

2. MTM Stakeholder Presentation
SAMPLE TEMPLATE

3. Objectives
Customize these objectives to meet your specific needs and presentation goals
Identify how learning helped our business achieve goals and where there are still areas of opportunity
Make informed decisions about the future of our learning solutions
Use our learning programs’ data to drive efficiency, effectiveness, and business outcomes

4. MTM Measurement Methodology
A summary of the data contained in this report:
Date range:
# Classes:
# Courses:
# Surveys:
Benchmark comparison:
This slide provides some orientation to the data set we will be reviewing in today’s data summary.

5. CEB MTM Standard Survey KPIs
Instructor
Application
Manager Support
Content
Scrap Learning
Organizational Support
Learning Environment
Net Promoter
Performance Improvement
Knowledge Gain
Criticality
Business Results
Support Materials
Alignment
ROI
L&D Focus
Business Focus
Internal “Run L&D” KPIs
Align/Partner with the Business KPIs
And in case you are not familiar, this slide contains our key KPIs, many of which you will see highlighted in today’s presentation.
CEB’s suite of standard surveys contain a balanced set of KPIs to:
Run L&D like a business
Articulate L&D’s contribution to business objectives
Align and partner with the business

6. Executive Summary
According to learners who responded to the post event survey:
On the Job Application:
Business Impact:
52% of training will be applied on the job
This is [in line with, above, or below] the benchmark of X% for [insert the benchmark used]
The business outcomes that will be most impacted by training are:
Productivity (68% of respondents)
Quality (64% of respondents)
Cycle time (60% of respondents)
Areas of Strength:
Areas of Opportunity:
Instructor quality: 95% indicated that their class instructor was high quality (benchmark is X%)
Value: 79% of respondents would recommend the training they took to a colleague (benchmark is X%)
Increase application through manager support: 65% of learners did not discuss a plan with their manager to apply training on the job
Data from this slide mostly comes from the HC ROI card (PE), but the strength and opportunity sections may come from other reports (NPS, QQR, etc). The area of opportunity needs to be a call to action to improve or change something, based on what you find while putting the rest of the summary together
Let’s jump in with an overall summary of the data we’ve collected so far. This slide could be used in the future as a simple scorecard to share upward to communicate overall performance, or performance related to a specific course. We will talk through more of what this means as we continue through the presentation.
Based on the data we have collected from learners who responded to the post event survey immediately after they attended class:
Walk through each quadrant
Are there any questions before we jump further into the details?

7. Overall Effectiveness Compared to Benchmark
Learner satisfaction for each question category evaluated represented by the percent of learners that selected the top two response options.
Key Findings:
From the Talent Development Summary: Category Effectiveness Ranking
Recommended Actions:
Focus efforts on low-scoring areas
Use benchmarks to set preliminary goals
Compare against more aggressive benchmarks

8. Impact by Audience Segment
Key Findings:
Include Impact & Value demographic results worth noting (e.g. a particular population with low/high scores). If a specific demographic is reporting low impact/value, consider following this slide with a breakout of Impact & Value by course for that demographic
Moving Forward:
Revise low impact trainings to ensure targeted population has desired results
Potentially excuse low impact groups from non-relevant trainings

9. Course Performance Summary
Key Findings:
Overall Courseware quality is [above/below] the benchmark of ___
The highest and lowest rated courses filtered to the Courseware category from the Post Event evaluation.
From Talent Development Summary Highest/Lowest Rated Analysis section
Set minimum n count if needed
Look at comments for lowest or highest performing courses
Moving Forward:
Revise/retire low-performing courses
Leverage learner comments to determine where course revisions should be made

10. Instructor Performance Summary
The highest and lowest rated instructors filtered to the Instructor category from the Post Event evaluation.
Key Findings:
Overall Instructors performed [above/below] the benchmark of ___
From Talent Development Summary Highest/Lowest Rated Analysis section
Set minimum n count if needed
For additional context to inform Key Findings, run a Crosstab by Instructor/course filtered to Instructor question category
Moving Forward:
Have high performers mentor/ coach lower performers
Recognize and reward high performers
Development plans in place for lower performers

11. Learning Methodology Effectiveness Trends
Monthly trend of the effectiveness rating for each learning methodology.
Key Findings:
From the Talent Development Summary Trend Analysis section
Moving Forward:
Migrate current trainings to most effective and efficient learning methodologies

12. Accelerate On-the-Job Impact
Responses to a question on the Follow Up evaluation that asks learners to indicate how long it took them to apply the new knowledge and skills they learned to their job.
Key Findings:
__% applied training within 4 weeks (compare to benchmark of __%)
Most frequently cited barrier to application was _____
Course with highest Manager Support score was _____
Time to apply training on job
From the Talent Development Summary Impact & Value section
Ensure n-counts are included. Consider benchmark comparison in Key Findings, and /or barriers to application. Note any concerns with manager support levels
Moving Forward:
Ensure course materials/instructor includes action planning as part of training
Institute a more formalized manager pre-training and follow-up process
N = xx

13. Ensure Business Results from Training
Impacted business results represent the percent of learners and managers that selected each answer option for the multiple choice, select many-type question: This training had a significant impact on:”
Key Findings:
Course(s) driving the highest business result gain: ____
Replace the numbers in this example with the Human Capital ROI Card Business Results section. Remove benchmarks, as they are not relevant.
Add some qualitative data on plans to apply in the Key Findings section.
Post Event
Follow-up
Manager
Business Results Significantly Impacted:
Increasing quality
52%
31% 9%
Decreasing costs 6% -
Decreasing cycle time 8%
Increasing productivity
45%
38%
27%
Increasing sales
13%
Increasing customer satisfaction
62%
Increasing employee satisfaction
61%
64%
Decreasing risk
23%
15%
Moving Forward:
Revise courses where desired business results are not achieved to ensure alignment
Institute a more formalized manager follow-up process

14. Minimize Scrap Learning
Scrap Learning is learning that is not applied on the job for one of many reasons including: Content may not be relevant to the participants, participants already knew the information being taught, or the learning was impractical and/or poorly timed.
Key Findings:
Key drivers of Scrap Learning: _____
From your Instant Insights Dashboard tab
Moving Forward:
Implement MTM recommendations based on leading causes of scrap
Target improvements for courses most driving scrap
Target % improvement over time

15. Drive out Detractors in Learning Programs
How likely are you to recommend this training to a colleague?
Key Findings:
Show NPS by course, and it may be helpful to reference any specific NPS by demographic data that looks interesting in the Key Findings
Moving Forward:
Pinpoint courses with high % of detractors
Make courseware revisions as necessary
Identify drivers of high Net Promoter scores and apply to other programs as appropriate

16. Gaining Insights from Learner Comments
Learner Comments by Learner Sentiment Variance: pull key themes and related comments from learners to support your story
Strengths and Successes
Opportunities
Key themes:
Learners are eager to apply the information learned in the trainings
Using the paradigm principle will help my retain at least 10% of my staff this year. 
I will follow the 4 steps to better communication in my interactions. 
I will discuss the traits with my team via tomorrow and then at our next offsite. 
2. The training we are delivering is relevant and “just in time”: -
Key themes:
Improving our learning materials and instructor skills can increase job application:
More examples that can be applied to the job. 
There wasn't any guidance on how to apply them once we got back to work. 
2. Learners want more activities and examples:
The class needs time for group discussions and some real examples to help apply.
More time to talk with others in the session.
Add some lab work or exercises to complete as a group.

17. Strategic Recommendations
Recommended next steps to take with the data.
Use the “What, So What, Now What” framework, and if there are a couple of meaty recommendations, feel free to lay them out 1 per slide, across multiple slides.

18. Next Steps