talent analytics, trends, and story telling
TRANSCRIPT
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Story Telling with Learning Data
Talent Analytics Trends Meeting December 2, 2014
The Work Institute
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Agenda Story Telling with Learning Data—Presentation
Story Telling Activity
Triads: Story Teller, Audience, Coach
Webinar Topics
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Story Telling: Movies
Anyone a movie buff?
Baseball movies?
Kevin Costner baseball movies? Famous line from each?
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Story Telling
There are many stories
But according to some, there are only 10 plots in fiction
What plots do you know?
Some of those plots are:
Cinderella—under-regarded, downtrodden overlooked boy or girl overcomes all odds and comes out transformed the winner (Sam Witwicky in Transformers; Luke Skywalker)
Romeo & Juliet —boy meets girl, boy loses girl, boy finds girl—happy ending = Rom Com; tragic ending = Shakespeare
Achilles—The fatal flaw; the most powerful hero is brought low by his weakness
Beauty & the Beast —Little Red Riding Hood in reverse—the ugly monster is transformed
Reference http://www.docstoc.com/docs/69309695/THE-ONLY-TEN-PLOTS-IN-THE-WORLD
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The Quest for the Holy Grail
Every story begins with the conscious realization that something is absent
−Freedom
−Love
−Power
−Skill / Knowledge / Enlightenment
There is only ONE plot
Every Indiana JonesMoneyballThe Lego Movie
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Our Plot: The Search for the Holy Grail
What is missing?
− Information about the impact of training on business outcomes
What must be done to fill the void?
−Gather, analyze and report data—turn data into information
What happens at the end of the movie?
−The award winning report allows leaders to make data-driven decisions
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Our Plot: The Search for the Holy Grail
What is missing?
− Information about the impact of training on business outcomes
What must be done to fill the void?
−Gather, analyze and report data—turn data into information
What happens at the end of the movie?
−The award winning report allows leaders to make data-driven decisions
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What are Executives Interested in Knowing?
Source: How Executives View Learning Metrics by Patti and Jack Phillips, CLO Magazine, Dec 2010
Ranked Importance to Exec’s
Measure Learning Evaluation Level
Example Currently Measured
1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”
8%
2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”
4%
3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”
40%
4 Application 3 “78% are applying their new skills to their jobs” 11%
5 Learning 2 “92% of participants increased their skills” 32%
6 Activity 0 “Last year 7,800 employees participated in our learning programs”
94%
7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%
8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”
53%
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What are Executives Actually Get
Source: How Executives View Learning Metrics by Patti and Jack Phillips, CLO Magazine, Dec 2010
Ranked Importance to Exec’s
Measure Learning Evaluation Level
Example Currently Measured
1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”
8%
2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”
4%
3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”
40%
4 Application 3 “78% are applying their new skills to their jobs” 11%
5 Learning 2 “92% of participants increased their skills” 32%
6 Activity 0 “Last year 7,800 employees participated in our learning programs”
94%
7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%
8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”
53%
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Another view….think data visualization
Activity Cost Reaction Learning Application Impact ROI Awards0%
20%
40%
60%
80%
100%We current measure this We should measure thisWe currently measure this We should measure this
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Case Study—Story and Visualization
Arthur Andersen, LLC (former accounting firm) wanted to know whether an Executive Onboarding program was a worthwhile investment.
The following case study tells a story to answer the question
Note the Infographic at the end which summarizes the results
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Evaluation Design
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Results: Tables vs. Graphs
A Table vs. A GraphThe table shows the entire data set at
one point in time.
A Table vs. A GraphThe graph shows every day over two years
Reporting tip: Know your audience
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Visual Variations Provide Insight
Use additional markings and notations to emphasize differences and draw out the meaningful information
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Impact
Each day = billable time = revenue250 days gained due to training
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Monetizing Outcomes
$80M ROI
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Infographic Summary
1 2 3
Three days of training
Leads to… 1 2 3 250
250 extra days of employment
$1M invested
$21M returned
ROI of 21 : 1
20%
80%
No Training
Turnover Retention
5%
95%
Training
Turnover Retention
5% turnover vs. 20% turnover
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Summary: Story Telling & Visualization
Story Telling
Tell a dynamic story, not a “We collected data, analyzed it, and here are the results” story
There are only a few plots; select yours
Tell the story with visuals at the right level for with a targeted message to the audience
Leave the audience with one memorable line (ROI of 21:1 or Decrease Scrap & Increase Performance)
Visualization
Use graphic representations when possible
Make sure they are simple & clear
Use variations to help tell the story (e.g., variations on survival curves)
Create Infographics to summarize the story in one slide
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Activity
Break into triads
Quickly assign roles:
−Story teller
−Audience (e.g., training manager, HR Director, CEO, etc.)
−Observer / Coach
Tell a story and give feedback
Rotate roles so everyone gets to tell a story
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John R. Mattox, II, Ph.D.Senior Measurement Consultant615 714 [email protected]