Learning and the opportunity to develop is what employees want. However, companies must use predictions to make smarter, more strategic evaluations and assessments on various delivery methods.
“Once you start looking at the predictions based on intention, adoption and impact, you may redesign the delivery method of the course because what you initially had is not going to produce the results that the company is looking for,” Basarab said.
According to Basarab, the prediction process must be based upon mirroring the path that trainers take to produce superior performance and understanding. The methodology is based on intention, adoption and impact. Intention is determined based on the level of motivation an employee has to apply what he or she has learned back on the job. Employees should be asked to manifest their intentions with written goals and action plans, which should be compared with learning leaders’ predictions of the employees’ goals.
“Then we say, ‘If we’ve got the right intentions and the right belief structure, what would employees adopt back on the job? How will those goals and that belief structure manifest itself back on the job in terms of real work?’ Basarab said. “We predict that.”
This is followed by another question. “‘If they actually produce the adoptive behavior predicted, what kind of value or business results will that drive us to?’ That’s the impact statement,” Basarab said. “Then you can come up with a predicted and later actual dollar amount this will result [in] for the company. Then we put the financial forecast together that tells us whether what we’re delivering is being done right.”