Training Industry Magazine - November/December 2020 - 38

behavior that makes us perform better
on the job (Level 3). That behavior then
needs to benefit the business and its
goals (Level 4), and that benefit needs
to be weighed against the cost of the
training to see if it was all worth it (Level
5). Because the outcomes of Levels 1
through 3 are uniquely human and the
outcomes of Levels 4 and 5 are crucial
to the business, they make an excellent
measuring stick for any training initiative.
However, learning leaders must elevate
their measurement strategy from simply
reporting results to making quantitative
predictions of how they can improve
training results in the future. If we're
going to live in a world where we're
constantly looking for the next best
thing, then we must not only report
the impact of today's training, but also
report how we get greater impact from
tomorrow's training. This is where what
I call "Level 6" comes in. Level 6 is a
quantitative analysis that identifies the
critical "climate" factors back on the job
that either help or hinder the impact of
the training. In essence, it recognizes
that all participants go back to different
environments or "climates" after the
training, and it quantitatively tells you
what climate factors will maximize the
participants' behavior change, business
impact and ultimate ROI.
For instance, one recent case study
showed that immediate manager
support and follow up after the training
(a strong climate factor) increased the
business impact and ROI of participants
by an average of 240%. That's the
same training content with the same
training delivery, but with vastly different
climates after the training. Imagine being
able to go back to your business leaders
with these results and telling them, "It's
not just what we do in L&D that predicts
training impact and effectiveness - it's

what you do when participants are
back on the job every day." This next
level of measurement means taking all
the data you gather from the traditional
Kirkpatrick and Phillip's Levels 1 through
5, and using it to add another layer to the
story - one that tells your organization
how to maximize the impact of all training
solutions in the future. See Figure 1.

CONCLUSION
The Fourth Industrial Revolution is ripe
for measurement. In fact, it demands
measurement! To keep up with the
constant change in the modern business
environment, learning leaders must
constantly assess whether they can
replace old, traditional potions with new,
disruptive notions. And there's no way to
make these assessments valid and reliable
without measurement; every industry
will need to measure and show results.
In the training industry, we can continue
measuring and reporting our story of
impact using the five levels of evaluation,
but we need to add a sixth level to prove
and improve impact in the future.
The next few decades of human
work will not be based on traditional
positions and processes but rather on
results and impact. Our only question
will be: "Is the end result more efficient
from a business perspective and more
generous from a human perspective?"
In fact, we're in the midst of answering
this question as much of the workforce
continues to work from their homes. Is
working from home more productive
and enjoyable? We'll have to get data
and prove it. If it's more efficient to
have employees work from home, and
it makes them happier - do you need
a traditional office building? Sure,
you loved your morning commute,

figure 1.

Six Levels of Evaluation
REACTION

1

LEARNING

2

BEHAVIOR

3

RESULTS

4

Did they like it?

Did they learn anything?

Did they improve key
behaviors?

Did they impact the
business?

RETURN ON INVESTMENT

5

TRANSFER CLIMATE

6

Was it worth it?

What factors will maximize ROI?

but perhaps you'll mourn it and move
on. And the rows of cubicles and
fluorescent lighting was intimate and
elegant, but maybe you'll get over it.
For the Fourth Industrial Revolution,
keep your mind on change, and your
eyes on impact. And if the change works
- prove it!
Dr. Paul Leone is an industrial and
organizational psychologist and expert
at evaluating the impact and ROI of
training initiatives. He is the founder
and principal consultant for MeasureUp
Consulting, where he helps training
providers and internal L&D leaders
tell the valuable story of how training
impacts the business bottom line. Dr.
Leone is also the instructor for Training
Industry's Measuring the Impact of L&D
Certificate. Email Paul.

The next few decades of human
work will not be based on traditional
positions and processes but rather
on results and impact.
| 38

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Training Industry Magazine - November/December 2020

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