What are LEARNING IMPACT MAPS? How do you use them?

Wednesday June 9, 2010 Have you ever tried to guess the final outcome of your training classes in an organization? It's a daunting exercise, especially when your classes deal indirectly with a challenge that your organization is experiencing. So how can you make sure that a training class really makes a dent on the problem? I have successfully used LEARNING IMPACT MAPS and I am happy to share with you how this simple tool can work wonders for any of your learning projects. IT'S IMPORTANT BECAUSE... Quality training programs are focused on creating a change of behavior that affects the bottom line in an organization. We fail in this effort if we do not anticipate and clearly chart a map of: ·          how new knowledge in the workplace is going to translate into effective behaviors ·          how new effective behaviors are going to translate into business results ·          how business results are going to translate into organizational goals Defining in advance the effective beaviors that your classes are supposed to create  results in more effective learning experiences that strengthen the possibilities of real organizational renewal and change. Effective beahaviors through LEARNING IMPACT MAPS should not be viewed as an end in itself, but as a means to ensure learning excellence, innovation, and ultimately change. TRAINING TIP: How do you use LEARNING IMPACT MAPS? ·         Draw four columns in a piece of paper. In the first column write the learning objective of your session ·         In the second column write the behaviors as a result of your session that you hope will emerge after the class ·         In the third column write down the business results that will come from people adopting the effective behaviors described earlier ·         In the fourth column list how these business results will serve the overall organizational goal of the organization you are working in ·         Share the resulting document with your stakeholders and trainees. The discussion that originates will provide clear guidelines for the creation of value as you deliver training sessions. How have you dealt with making sure people understand the link between learning and effective behaviors? In what ways have you helped others to see the link between training and business results? Write your comments here.