Measuring Workshop Impact

🤔 How Do You Actually Measure Learning That Matters? After analyzing hundreds of evaluation approaches through the Learnexus network of L&D experts, here's what actually works (and what just creates busywork). The Uncomfortable Truth: "Most training evaluations just measure completion, not competence," shares an L&D Director who transformed their measurement approach. Here's what actually shows impact: The Scenario-Based Framework "We stopped asking multiple choice questions and started presenting real situations," notes a Senior ID whose retention rates increased 60%. What Actually Works: → Decision-based assessments → Real-world application tasks → Progressive challenge levels → Performance simulations The Three-Point Check Strategy: "We measure three things: knowledge, application, and business impact." The Winning Formula: - Immediate comprehension - 30-day application check - 90-day impact review - Manager feedback loop The Behavior Change Tracker: "Traditional assessments told us what people knew. Our new approach shows us what they do differently." Key Components: → Pre/post behavior observations → Action learning projects → Peer feedback mechanisms → Performance analytics 🎯 Game-Changing Metrics: "Instead of training scores, we now track: - Problem-solving success rates - Reduced error rates - Time to competency - Support ticket reduction" From our conversations with thousands of L&D professionals, we've learned that meaningful evaluation isn't about perfect scores - it's about practical application. Practical Implementation: - Build real-world scenarios - Track behavioral changes - Measure business impact - Create feedback loops Expert Insight: "One client saved $700,000 annually in support costs because we measured the right things and could show exactly where training needed adjustment." #InstructionalDesign #CorporateTraining #LearningAndDevelopment #eLearning #LXDesign #TrainingDevelopment #LearningStrategy

I was recently commissioned to build and deliver a partnerships workshop for a $500M ARR company. Here's why they chose me. When I design a partnerships workshop, I focus on delivering an engaging session AND focused on proving the value it created. Partnerships often get sidelined because they’re seen as “fluffy.” Without clear metrics, it’s hard to justify investment, scale, or even a seat at the table. To change this, I focused on two things: Tracking outcomes: From participation to application, we measured how the workshop impacted real business goals. Speaking the language of executives: Instead of anecdotes, we used data like LTV:CAC and partner-driven ROI to showcase the tangible impact. If you want partnerships to be seen as a core GTM strategy, you need to back your work with hard numbers. Start here: Measure your partner-sourced vs. influenced revenue. Track the full partner lifecycle to identify what’s working. Tie your initiatives to company-wide goals. Partnerships thrive on relationships, but they scale with data.

Did you know that 92% of learning leaders struggle to demonstrate the business impact of their training programs? After a decade of understanding learning analytics solutions at Continu, I've discovered a concerning pattern: Most organizations are investing millions in L&D while measuring almost nothing that matters to executive leadership. The problem isn't a lack of data. Most modern LMSs capture thousands of data points from every learning interaction. The real challenge is transforming that data into meaningful business insights. Completion rates and satisfaction scores might look good in quarterly reports, but they fail to answer the fundamental question: "How did this learning program impact our business outcomes?" Effective measurement requires establishing a clear line of sight between learning activities and business metrics that matter. Start by defining your desired business outcomes before designing your learning program. Is it reducing customer churn? Increasing sales conversion? Decreasing safety incidents? Then build measurement frameworks that track progress against these specific objectives. The most successful organizations we work with have combined traditional learning metrics with business impact metrics. They measure reduced time-to-proficiency in dollar amounts. They quantify the relationship between training completions and error reduction. They correlate leadership development with retention improvements. Modern learning platforms with robust analytics capabilities make this possible at scale. With advanced BI integrations and AI-powered analysis, you can now automatically detect correlations between learning activities and performance outcomes that would have taken months to uncover manually. What business metric would most powerfully demonstrate your learning program's value to your executive team? And what's stopping you from measuring it today? #LearningAnalytics #BusinessImpact #TrainingROI #DataDrivenLearning

5,800 course completions in 30 days 🥳 Amazing! But... What does that even mean? Did anyone actually learn anything? As an instructional designer, part of your role SHOULD be measuring impact. Did the learning solution you built matter? Did it help someone do their job better, quicker, with more efficiency, empathy, and enthusiasm? In this L&D world, there's endless talk about measuring success. Some say it's impossible... It's not. Enter the Impact Quadrant. With measureable data + time, you CAN track the success of your initiatives. But you've got to have a process in place to do it. Here are some ideas: 1. Quick Wins (Short-Term + Quantitative) → “Immediate Data Wins” How to track: ➡️ Course completion rates ➡️ Pre/post-test scores ➡️ Training attendance records ➡️ Immediate survey ratings (e.g., “Was this training helpful?”) 📣 Why it matters: Provides fast, measurable proof that the initiative is working. 2. Big Wins (Long-Term + Quantitative) → “Sustained Success” How to track: ➡️ Retention rates of trained employees via follow-up knowledge checks ➡️ Compliance scores over time ➡️ Reduction in errors/incidents ➡️ Job performance metrics (e.g., productivity increase, customer satisfaction) 📣 Why it matters: Demonstrates lasting impact with hard data. 3. Early Signals (Short-Term + Qualitative) → “Small Signs of Change” How to track: ➡️ Learner feedback (open-ended survey responses) ➡️ Documented manager observations ➡️ Engagement levels in discussions or forums ➡️ Behavioral changes noticed soon after training 📣 Why it matters: Captures immediate, anecdotal evidence of success. 4. Cultural Shift (Long-Term + Qualitative) → “Lasting Change” Tracking Methods: ➡️ Long-term learner sentiment surveys ➡️ Leadership feedback on workplace culture shifts ➡️ Self-reported confidence and behavior changes ➡️ Adoption of continuous learning mindset (e.g., employees seeking more training) 📣 Why it matters: Proves deep, lasting change that numbers alone can’t capture. If you’re only tracking one type of impact, you’re leaving insights—and results—on the table. The best instructional design hits all four quadrants: quick wins, sustained success, early signals, and lasting change. Which ones are you measuring? #PerformanceImprovement #InstructionalDesign #Data #Science #DataScience #LearningandDevelopment

Training isn’t the goal. Impact is ⬇️ Training doesn’t end with the session. It ends with results. Most companies track training attendance. But few measure what really matters, impact. The Kirkpatrick-Phillips Model helps you do just that. It moves beyond completion rates to ask: Did learning change behaviour? Did it drive results? Was it worth the investment? Here’s how the 5 levels break down: ✅ Level 1 – Reaction ↳ Was the training relevant, engaging, and useful? ✅ Level 2 – Learning ↳ Did participants gain new knowledge or skills? ✅ Level 3 – Behaviour ↳ Are they applying what they learned on the job? ✅ Level 4 – Results ↳ Are we seeing improvements in performance, productivity, or quality? ✅ Level 5 – ROI ↳ Did the business gain more value than it spent? To apply this model well: Start with the end in mind ↳ Define clear business outcomes before designing training. Link each level ↳ Show how learning leads to behavioural change and how that drives results. Use real data ↳ Track both qualitative and quantitative outcomes across all five levels. Involve managers ↳ Bring them into the process early, they’re key to learning transfer. Be selective and focused ↳ Avoid tracking everything. Focus on what truly moves the needle. Tell a clear story ↳ Use the data to tell a results-focused narrative that shows the full value of training. 🧠 Remember: Great training isn’t just delivered. It’s measured, proven, and improved over time. Which level do you think L&D teams struggle with the most? -------------------------- ♻️ Repost to help others in your network. ➕ And follow me at Sean McPheat for more.

𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 📚 Creating a training program is just the beginning—measuring its effectiveness is what drives real business value. Whether you’re training employees, customers, or partners, tracking key performance indicators (KPIs) ensures your efforts deliver tangible results. Here’s how to evaluate and improve your training initiatives: 1️⃣ Define Clear Training Goals 🎯 Before measuring, ask: ✅ What is the expected outcome? (Increased productivity, higher retention, reduced support tickets?) ✅ How does training align with business objectives? ✅ Who are you training, and what impact should it have on them? 2️⃣ Track Key Training Metrics 📈 ✔️ Employee Performance Improvements Are employees applying new skills? Has productivity or accuracy increased? Compare pre- and post-training performance reviews. ✔️ Customer Satisfaction & Engagement Are customers using your product more effectively? Measure support ticket volume—a drop indicates better self-sufficiency. Use Net Promoter Score (NPS) and Customer Satisfaction Score (CSAT) to gauge satisfaction. ✔️ Training Completion & Engagement Rates Track how many learners start and finish courses. Identify drop-off points to refine content. Analyze engagement with interactive elements (quizzes, discussions). ✔️ Retention & Revenue Impact 💰 Higher engagement often leads to lower churn rates. Measure whether trained customers renew subscriptions or buy additional products. Compare team retention rates before and after implementing training programs. 3️⃣ Use AI & Analytics for Deeper Insights 🤖 ✅ AI-driven learning platforms can track learner behavior and recommend improvements. ✅ Dashboards with real-time analytics help pinpoint what’s working (and what’s not). ✅ Personalized adaptive training keeps learners engaged based on their progress. 4️⃣ Continuously Optimize & Iterate 🔄 Regularly collect feedback through surveys and learner assessments. Conduct A/B testing on different training formats. Update content based on business and industry changes. 🚀 A data-driven approach to training leads to better learning experiences, higher engagement, and stronger business impact. 💡 How do you measure your training program’s success? Let’s discuss! #TrainingAnalytics #AI #BusinessGrowth #LupoAI #LearningandDevelopment #Innovation

Most workshop evaluations questions are ineffective. Try these two questions to drive behaviour change and generate insights. In my 23 years of designing and running learning and development experiences, I've found that asking the right questions can be a gamechanger. Especially if you're self-employed. And you want to charge more for your services. Because you drive behaviour chance. So, forget the mundane sliding scale rating: ❌ The session ❌ The material ❌ The facilitators Here are two simple questions that support impact 📝 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐨𝐧𝐞 𝐤𝐞𝐲 𝐚𝐜𝐭𝐢𝐨𝐧 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐭𝐚𝐤𝐞 𝐚𝐬 𝐚 𝐫𝐞𝐬𝐮𝐥𝐭 𝐨𝐟 𝐭𝐡𝐢𝐬 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩? This question forces participants to commit to a specific action. ↳ It’s not just about learning; it’s about doing. 📝 𝐖𝐡𝐚𝐭 𝐛𝐚𝐫𝐫𝐢𝐞𝐫𝐬 𝐦𝐢𝐠𝐡𝐭 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐲𝐨𝐮 𝐟𝐫𝐨𝐦 𝐭𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐚𝐜𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐜𝐚𝐧 𝐰𝐞 𝐡𝐞𝐥𝐩? This question uncovers potential obstacles. ↳ It also shows that you care about their long-term success, not just the workshop. Why these questions work: ✅ Prompt reflection on learning. ↳ A critical step in the learning process. ✅  Provides proxy measure of impact ↳ Reflections guided to consider action. ✅ Provides insights on obstacles ↳ Allowing you to improve the workshop Next time you run a workshop, ditch the old evaluation forms. Try these questions instead. Support behaviour change Demonstrate impact Increase your fees Give it a go. ~~ ♻️ Share if you found useful ✍️ What other powerful questions do you use in your evaluations?

Most training programs fail to measure their true impact. I follow the Kirkpatrick Model which evaluates effectiveness across four key levels. 1️⃣ Reaction: Gauge immediate satisfaction. How did learners feel about the training? Were they engaged and motivated? 2️⃣ Learning: Measure knowledge acquisition. Did participants grasp key concepts? Can they recall and apply what they've learned? 3️⃣ Behavior: Assess application in real-world scenarios. Are employees using their new skills on the job? Is there a noticeable change in performance? 4️⃣ Results: Determine tangible outcomes. Look for increased productivity, higher employee satisfaction, or improved business metrics. Understanding these levels ensures your training programs are impactful. Ready to elevate your L&D efforts? Share how you measure success!

No one is asking L&D for data – should we be worried? I recently hosted a roundtable on measuring impact with learning managers, and one insight stood out: 📢 No one is asking L&D for learning data… until something goes wrong. Most L&D teams still track things like: - Completion rates - Assessment scores - Attendance numbers But business leaders track impact differently: 💰 Sales teams care about revenue, deal conversions and efficiency. 📈 Product teams focus on adoption, customer satisfaction and market share. 😃 Onboarding teams track retention, time-to-productivity and employee engagement. The disconnect is clear: if L&D isn’t measuring what matters to the business, why would stakeholders ask for our data? And when they do ask? It’s usually in response to a crisis e.g. compliance failures or because the training is deemed highly critical to the business. That’s when training suddenly comes under scrutiny. 👀 So how can L&D proactively lead on measurement? 1️⃣ Stop tracking learning for learning’s sake – instead of completions, focus on metrics that stakeholders already care about. 2️⃣ Make measurement part of learning design – ask upfront: What business problem are we solving? What KPIs does this impact? Pick a metric! 3️⃣ Use existing business data – HR, sales and operations teams already track key performance indicators. Partner with them instead of reinventing the wheel. 4️⃣  Leverage AI and automation – AI-powered tools can connect learning data with real-world business performance and identify trends. 5️⃣ Tell the story, not just numbers - Use the language of business results. Present data visually and bring it to life with quotes and short case studies. With tightening budget scrutiny, AI’s impact, and a focus at senior levels on those all important skills-gaps, proactivity around proving impact matters now more than ever. Data is also needed if you’re up for experimenting with new tech and ideas! So, are you waiting for someone to ask for learning impact data? Or are you already leading the charge? (Don't get me wrong, I know many teams that are!). Share your thoughts below. 👇 I’ll be sharing some more insights and helpful tips based on recent conversations, soon. #learningimpact #measurementandevaluation #workplacelearning