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<title>Training ROI: The Brinkerhoff Success Case Alternative</title>
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<td height="300" colspan="2" align="left" valign="top" class="dots2 padding"><p class="head1">Contrast to<em> Training ROI</em>.</p>
<p>Since Donald L. Kirkpatrick first published his four level training evaluation model in 1959, there have been a number of proposals on how best to quantify the results of training efforts.</p>
<p>One approach that has gained recent attention is "Training ROI", a so-called Level Five validation approach requiring difficult-to-validate assumptions about causation and questionable statistical workups. In contrast, the next-generation <i>Success Case Evaluation Method</i>® that is part of The Advantage Way offers a number of important advantages. </p>
<p><strong>1. Assess training results while there’s still time to make mid-course corrections.</strong></p>
<p>"Training ROI" proponents settle for measuring the worth of a training project once it’s said and done. In contrast, The Advantage Way provides tools that let you assess your efforts in real time, as the training is rolled out. So you have an opportunity to continually incorporate what you learn in improving the value of the training to your organization.</p>
<p><strong>2. Learn from your experience, don’t just measure it. </strong></p>
<p>"Training ROI" focuses solely on measuring the average value of training outcomes. There’s no provision for learning <u>why</u> the training succeeded or failed and who benefited and who did not. In contrast, our approach enables you to determine not only which aspects of your program worked best and worst, but why and for whom. So you can make intelligent decisions to improve results going forward. </p>
<p><strong>3. Tune the environment, not just the training.</strong></p>
Conventional "Training ROI" efforts attempt to isolate the "training-alone" impact on human performance gains, failing to pinpoint the crucial environmental factors like supervision, organization design and financial rewards. This egotistical approach can distance training professionals from cohorts whose support they need. Our evaluation approach helps you fine tune training results and encourage team play by reflecting the reality of both training and environmental factors.
<p><strong>4. Spend more time solving performance problems, less time creating a paper trail.</strong></p>
<p>“Training ROI” is a tortuous process fraught with suspect data and questionable assumptions. Results seldom justify the means, and frequently make overblown claims of results -- which is why ROI methodology is rarely used to document other more costly, more risky, organizational decisions. In contrast, our evaluation approach produces irrefutable evidence that senior leaders believe and act on. And, it is far simpler, requires no statistics background and provides superior data on any organizational change initiative while there is still an opportunity to act on it. </p>
<p><strong>5. Overcome the <u>real</u> reasons management may lack confidence in your training efforts.</strong> </p>
<p>If you’re thinking that tedious Level Four and Level Five validation data documenting a 3000% ROI will help turn management skeptics into raving training believers, think again. More likely your research will be pooh-poohed or challenged on technicalities. Our approach helps ensure that you are evaluating things which management understands and cares about, and that you are united around credible metrics for success. </p></td>
<td align="left" valign="top" class="padding"><p class="blurb">"I like the approach that Brinkerhoff has used. You will be able to adapt his solutions to your own.”</p>
<p><b>Donald L. Kirkpatrick, PhD </b><br />
Author: <i>Evaluating Training Programs: The Four Levels</i> </p>
<p>(Testimonial for the Berrett-Koehler Release: <i>Telling Training’s Story</i>)<br />
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