{"id":81279,"date":"2022-06-14T13:22:07","date_gmt":"2022-06-14T17:22:07","guid":{"rendered":"http:\/\/danielschristian.com\/learning-ecosystems\/?p=81279"},"modified":"2022-06-14T13:28:17","modified_gmt":"2022-06-14T17:28:17","slug":"reflections-on-measurement-has-never-mattered-more-griffiths","status":"publish","type":"post","link":"http:\/\/danielschristian.com\/learning-ecosystems\/2022\/06\/14\/reflections-on-measurement-has-never-mattered-more-griffiths\/","title":{"rendered":"Reflections on “Measurement has never mattered more” [Griffiths]"},"content":{"rendered":"

Measurement has never mattered more<\/strong><\/a> — from chieflearningofficer.com by Tom Griffiths
\n5 best practices to excel at L&D measurement in remote and hybrid work.<\/em><\/p>\n

Excerpt:<\/em><\/p>\n

Measuring learning has always been important, but in today\u2019s remote and hybrid workplaces, it\u2019s essential. You can develop, design and deliver the best training programs, but if you can\u2019t show stakeholders across the organization that it actually \u201cworked,\u201d then you\u2019re missing a crucial part of the story. Today\u2019s remote and hybrid workplaces demonstrate that it\u2019s more important than ever to use structured and intentional measurement methods, due to the reduced visibility and increased flexibility of our workforce. If business leaders were skeptical before about how in-person training impacted behaviors in the office, imagine how skeptical they might be now as training takes place from home in our pajamas.<\/p>\n

Showing training results under these conditions has never been so important for learning and development. While the training environments have changed, companies still need to show that every dollar spent was a good investment. And how can we say training, or the L&D function it comes out of, is valuable if we never measure its effectiveness?<\/p>\n

From DSC:<\/span><\/em>
\nI agree that it helps to attempt<\/em> to measure learning — and thus I posted this article by Tom Griffiths from Chief Learning Officer<\/em>. That said, it’s much easier said than done. In fact, I think it’s most likely impossible <\/em>to actually and accurately do so.<\/strong><\/span><\/p>\n

To me, it’s like when I was working at Kraft and we were trying to get people to use electronic mail. How would you begin to quantify the Return on Investment (ROI) from using\/implementing email throughout the organization? As but one example, w<\/span>hat happens if two people or two groups\/departments are able to communicate faster and collaborate better due to electronic mail and are able to get a new product to market first? <\/span><\/p>\n