ELE Group, LLC

Talent leaders commonly ask themselves, “Am I making an impact on the business?”. The US Securities and Exchange Commission (SEC) wants to know the answer to that question as well. Effective now, all US public companies are required to report the material value of their human capital. What does this mean for the L&amp;D function?
<h6 class="font-weight-bold m-0">What we will Explore Together:</h6>
Building data-driven talent strategies should include basics such as:

✅  What’s the ROI on the initiative?

✅  How are companies (L&amp;D Dashboard / KPI's) reporting today?

✅  How will L&amp;D measure and report human capital value from now on?

We will discuss all of these critical questions during this session to clarify how to stay compliant with the SEC mandate.

Bulding Data-Driven Talent Stategies 101

analytics

evidence-based research

Analytics

sean.casavechia

angie.zeigler

stacey.boyle

operations

julian.malnak

data driven leader

leadership development

kent.barnett

key performance indicators

jennifer.olsen

teresa.oliszewicz

Adding Value

talent reporting

impact

measurement

dashboards

ele-moments

insights-wise-2021

Training has been chasing ROI for decades, with many falling short. Do you know what the impact of your training efforts is on the organization? Do you measure them? But, the real question is, can you truly make the connection between what you are providing to the business and how it has improved employees' productivity, and therefore the bottom line?
Can you provide data that shows you're making a real, measurable business impact on key performance indicators (KPIs)?
In this session, we discussed how Performance Support could help us prove we're delivering strategic value to the organization, by specifically looking at:

<ul>
 	<li>Enabling the Kirkpatrick Model through Performance Support</li>
 	<li>Linking Learning and Performance Support to improved KPI improvement</li>
 	<li>Organizations that are making the journey</li>
</ul>
For us to be successful, we needed to:
<ul>
 	<li>Begin designing for all five moments of need</li>
 	<li>Become performance consultants and champions for accurate performance-based outcomes</li>
 	<li>Find the first project to begin the journey!</li>
</ul>

Strategic Performance Support: Is It Possible and How Do You Measure It?

training

bob.mosher

performance support

This presentation will share why measuring critical programs like leadership development, sales training, and on-boarding are vital to program managers. The session will then go through the major elements of a measurement plan to successfully and comprehensively generate quantitative and qualitative metrics in a timely and practical manner with limited resources. Examples of tools such as a critical performance indicator matrix, a communication plan, sample smart sheet evaluations, and sample reports, including dashboards, will be shared.
Jeff will cover the following learning objectives during this session:

<ul>
 	<li>Review the importance of measuring strategic, visible and costly programs</li>
 	<li>Discuss the measurement plan to gather timely, credible data</li>
 	<li>Showcase sample reports, statements, dashboards and scorecards</li>
</ul>

Measuring Strategic, Visible and Costly Learning Programs

jeffrey.berk

scorecards

Baxter

Harry Kraemer, professor at Northwestern University's Kellogg School of Management and former chairman and CEO of Baxter International, a multibillion-dollar health care company, argues that, as the global economy becomes even more competitive, organizations will turn to values-based leaders. They, in doing the right thing, deliver outstanding and lasting results.

Kraemer knows about delivering results. During his leadership at Baxter, the company experienced consistently strong growth. And Kraemer also knows about doing the right thing; not only did he step up to the plate when things were going well but also when faced with change, controversy, and crisis, as he did throughout his career. In From Values to Action, Kraemer argues that the journey to becoming a values-based leader starts with self-reflection, which he identifies as the first of four principles that guide leaders to make choices that are aligned with their values. The four essential principles are:
<ul>
 	<li>Self-Reflection: The ability to reflect and identify what you stand for, what your values are, and what matters most.</li>
 	<li>Balance and Perspective: The ability to see situations from multiple perspectives, including differing viewpoints, to gain a holistic understanding.</li>
 	<li>True Self-Confidence: More than mastery of specific skills, true self-confidence enables you to accept yourself as you are, recognizing your strengths and your weaknesses, and focusing on continuous improvement.</li>
 	<li>Genuine Humility: The ability never to forget who you are, to appreciate the value of each person in the organization, and to treat everyone respectfully.</li>
</ul>
Drawing from first-hand experience, Kraemer offers current and aspiring leaders a framework to adopt the four principles of values-based leadership to make their organizations beacons of enduring value in the world. During this keynote presentation, Harry will talk about the importance of Measurement strategic processes covered in Execution & Implementation: Making It Happen and share reflections of the next generation of leaders from his experience at Northwestern University's Kellogg School of Management, where he teaches in the MBA and the Executive MBA programs.

From Values To Action for Accelerating Leadership Development

Leadership

new manager

effective leadership

soft-skills

harry.kraemer

ethics

This book is about process: the anatomy and physiology of process. The process itself has an anatomy from which process standards might be defined. The process also has a physiology, that is to say, it thrives in the human ecosystem by interaction points with the organization. This book is written for the LSS practitioner who seeks to develop skill in the practice of process design and development. It leverages concepts found in LEAN literature and your knowledge of common continuous improvement tools from the Lean Six Sigma (LSS) toolbox, and it expands the use of those tools for the practitioner to develop technical process design and development expertise.

Applied LEAN for Operations: Process Design & Development Methodology™: The Anatomy & Physiology of Process

Operations

performance improvement

azizeh.constantinescu

continuous improvement

Lean Six Sigma

Most of the books on my shelf just sit there and collect dust. But there is a select few that have a prominent place right up front, and at eye level. This is one of those great texts that I go back and refer to time and time again. If you are looking for a comprehensive overview of human capital investment and its corresponding impact, look no further. This is the de-facto reference book you should own. Kent Barnett and Jeffrey Berk have created a great resource for executives who need to be current on what, how, and when to measure learning investments in tomorrows business world. The insights related to measurement and market performance are especially powerful. Absorb all the takeaways in this great book and you will be leading the talent management race well ahead of your competitors.

Human Capital Analytics: Measuring and Improving Talent Development

patricia.ouzounian

cindy.pinkstaffmiller

This book is a handbook for people who want to assure the use of reliable and valid questionnaires for collecting information about organizations. It significantly reduces the time and effort required for obtaining validated multi-question measures of aspects of organizational 'health' such as employee job satisfaction, organizational commitment, organizational justice, and workplace behaviors. It helps users in measuring some factors underlying employee perceptions of work such as job characteristics, role ambiguity or conflict, job stress, and the extent to which employees believe their values and those of the organization are congruent. All the measures in the book have been used and tested in research studies published in the 1990's. In addition, all the measures describe the extent and types of reliability and validity tests that have been completed, a feature that organizational researchers should find particularly useful. All in all, this book is a handy tool to increase the efficiency of researchers, consultants, managers, or organizational development specialists in obtaining reliable and valid information about how employees view their jobs and organizations.

Taking the Measure of Work: A guide to Validated Measures for Organizational Research and Diagnosis

robert.verner

performance assessment

survey

A noteworthy and pragmatic tool for the Lean Sigma practitioner, this book goes into detail concerning the practice of lean sigma well beyond that covered by traditional course work and certification in order to illuminate the many areas in a business where the practical application of Lean Sigma can add value and enable world-class performance. The author imparts knowledge gained over twenty years of practical experience as well as that gained from intensive study of Lean Science and Lean Literature, making this a must-read for those who strive to master the trade of Applied Lean for Operations.

The Art & Science of Applied Lean for Operations: Lean Sigma Practice Beyond Certification

terresa.bubbers

Over $300 billion dollars are spent annually on corporate learning, but are those dollars being spent wisely to improve not only individual performance but also delivering on the highest priority goals of the organization?

Many companies see learning as strictly an expense. Unless the learning is well aligned to an organization's key goals, it can become an easy target for cutbacks. Managed well, the learning function can become an indispensable, strategic partner with a significant impact on an organization's goals. Managed poorly, learning will be viewed as a cost with questionable value and little connection to the organization's goals or success.

The Business of Learning will provide you with the tools necessary to make learning a strategic and powerful contributor to your corporate success.

The Business of Learning - Second Edition

david.vance

strategic alignment

The Field Guide to the 6Ds is an easy-to-use and widely-applicable guide to getting the most from learning and development.

The Six Disciplines of Breakthrough Learning has become a standard for companies serious about increasing the return on their investment in learning and development. Now the authors help workplace learning professionals apply the concepts of their bestselling book. With real-world applications, case studies, how-to guidelines, practical advice, and recommendations for implementing the 6Ds, The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Training into Business Results will help organizations substantially increase the return on investment and decrease "learning scrap," the potential value that goes unrealized in many learning and development initiatives.
<ul>
 	<li>Helps OD professionals apply the concepts of the bestselling Six Disciplines of Breakthrough Learning</li>
 	<li>Includes 43 all-new case studies, plus examples, tools, and best practices used by organizations that have successfully used the 6Ds</li>
 	<li>Taps into the experience and expertise of 6Ds practitioners</li>
</ul>

The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Learning into Business Results

learning design

marketing learning

learning &amp; development

Learning Agility

return on investment

return on learning

roy.pollock

The Six Disciplines of Breakthrough Learning describes a proven process for maximizing the value of training and development that has been used by organizations large and small across industries and around the world.

The "6Ds" are the six disciplines practiced by organizations that earn the highest return of their training investment:
<ul>
 	<li>Define business outcomes</li>
 	<li>Design the complete experience</li>
 	<li>Deliver for application</li>
 	<li>Drive learning transfer</li>
 	<li>Deploy performance support</li>
 	<li>Document results</li>
</ul>
<div>What's unique about the 6Ds approach is its focus on learning as a business process--one that begins with a rigorous definition of the business objectives and continues through documenting the results in ways that inform action. The authors show why isolated training "events" have little impact and what workplace learning professionals must do to move from "order takers" to true strategic business partners.</div>
<div>Throughout the book, readers will find insights, checklists, practical steps to take, and examples of the success that is possible by applying a disciplined approach to learning and development. You will learn how to ensure that employees answer both "Yes I can" and "Yes I will" so that they apply what they learned after training.  By doing so, you will earn a seat at the management table.</div>

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

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