Gratitude! Gratitude! Gratitude

Gratitude! Gratitude! Gratitude!

In my mindfulness and leadership programs, I encourage participants to write a daily gratitude journal. I suggest three aspects to be a part of their gratitude

1.  An opportunity received
2.  An act of kindness they did
3.  Any action they did/ they received/ where they felt happy/ peaceful

Below is an example

• Grateful to have got an appointment with the client.
• Grateful to have got an opportunity to give a lift to a lady waiting for the bus.
• Grateful to my students to have wished me on Guru Poornima day.

 Science has proved that there are plenty of benefits of being in the gratitude zone. 
As one makes writing gratitude a habit they reap benefits such as

• The focus shifts from complaining, irritated, nagging, angry zone to a happy, peaceful, calm zone.
• One feels good about self.
• The brain becomes calmer.
• Improves self-esteem.
• Has health benefits.
• Improves sleep.
• Increases empathy.

Of course from an ROI angle, it reduces medical costs.

Grateful to be writing gratitude today.

With gratitude

Sonali

Can we measure behavioural programs?

Hi Friends

Of all the questions that we get, the most commonly asked question is can we measure behavioral programs? Many say, ‘we cannot measure behavioral programs.’

How many of you feel so?

We get calls to measure ‘mindfulness, empathy, and leadership programs’.

When we ask L&D, what does it mean by mindful? They are not able to frame it. So if we ourselves are not able to frame the meaning of mindfulness, how do we measure it?

What is required is an objective definition to prove the monetary impact of the programs.

Three things are needed in measurement and evaluation

1         .  Intent to measure

2         .    Know what to measure

3         .    How to measure

Rest follows.

After all, that is measured now was not measured a few decades earlier (blood tests, technology). Who would have imagined then, that such things also could be measured?

In the book ‘How to measure anything’, Douglas Hubbard gives methods to measure what many believe are immeasurable or not sure how to measure. He has used calibration estimates to check how much a person knows about a particular topic.

One does not need to know sophisticated methods or high-end statistics. Just need to start with an objective definition of what needs to be measured and believe that behavioral programs can be measured.

With Gratitude

Sonali Wagle

Does your training partner/ vendor give you the ROI?

Dear Colleagues

Many times companies call us and requests if we can conduct the training can also measure the effectiveness/ ROI?

Our answer is NO. We say either we will conduct the training or measure the effectiveness. It is like saying that I will teach, I will set the paper and also give marks.

However, that does not mean that training partners are not answerable when it comes to evaluation and ROI. Some of the things that a company needs to check before finalizing the training partner/ vendor. Below is a checklist to select training partners/ vendors

AREA	PARTICULARS	PROVIDES (YES/NO)
Knowledge and Skills	What modules to be covered
	The skills proficiency to be attained
	Tools to be used per module for application
	Level of ROI that can be attained per module
	Training material provided per module
	Does the training company conduct a training needs analysis and offer consultancy? If yes what are the rates?
	Will the vendor provide any coaching/ followup
Training Material	Prereading material per module
	Case studies and examples per module
	Training material module wise
Hours of Training	Duration of the course
	No. of training hours per module
	Minimum/ expected hours of attendance per training
	How many hours are you expected to spend on learning and assessment activities outside of formal attendance time?
	How and when will the assessment take place
	Will training and/ or assessment be undertaken in a real workplace
	What support services are provided? For eg. Support for those with language, literacy or numeracy difficulties.
Total Cost of the Fees	Are training costs based on the number of students or is there a set charge for a particular course?
	What are the specific costs associated with the provision of technical support, eg an annual cost or renewable subscription, a charge per PC being supported, charges based on the number of users, etc?
	Terms and conditions of payments (inclusions/ exclusions)
For Online Training Vendors	If the training or education provider offers some or all of the program
	online, make sure you ask the following questions:
	What are the technological requirements?
	What computer and software will be needed?
	What download speeds are required?
	What level of computer literacy is required of learners?
	Is there helpdesk support for technical issues?
	Is there trainer support for the course? When is this available?
	How will the assessment be conducted?
	How do you ensure that the person participating in online
	activities is the person enrolled in the course?
	Are there any additional fees?
Refund policy	Read Terms and conditions
ROI for the Training Expected (%)	To mention the ROI expected due to the training

             

2018 - Year of Research

Dear Friends

I dedicate the year 2018 to research. Research in the area of

•          Training needs analysis
•          Training evaluation
•          HR process benchmarking
•          Performance measurements
•          Assessment centers
•          Evaluation of HR processes and practices
•          HR analytics
•          Artificial Intelligence (AI) in HR

Happy to share that, HR is playing an active role in the above areas with the Evaluation of HR, HR analytics, and AI slowly in the rise.

Below are some capabilities and competencies required by HR professionals to scale up in the above areas drawn from the various professionals interviewed from across the organizations.

•  The Vision that is aligned with the vision of the company

Align the vision of HR with the company CEO that includes profit, market share, new business growth, and company culture.

Once HR is able to close the gap between the company vision and the employee expectations, the direction is clear.

• .    The  evaluation and measurement

Peter Drucker said, “All that gets measured, gets done”. To implement evaluation and measurement metrics in place is the key. An evaluation that is transparent. Of course, this is also a part of company culture. Is HR measuring the training programs, processes, initiatives, and employee engagement programs? This will also position HR as a core department.

• .      Change in mindset 

Before changing the mindset of the employees, a critical question that HR can ask themselves is HR measuring the investment the company invests in an employee.  How can HR be more accountable?

• .      Understand the market

Can HR understand the market, the competition, do benchmark and research studies? Apply best practices? Identify and retain the talent.

• .      Empathy

After all, we are all humans and hence human element in whichever department we are – marketing, production, HR, purchase, finance, legal, we are dealing with humans. Can we empathize with our colleagues by understanding their problems, issues, challenges they face? So they become productive. Try to have employee friendly policies where productivity, equal opportunities, transparency, and work ethic is the norm.

6.   

•     Invest in Skill Development

Yes, companies do invest in people development. Are we investing in our skill development? Develop the skills required to be one step ahead of the industry. Creative thinking skills, Critical thinking skills, analytical skills, technical HR skills, HR analytics, softwares (SAP, SPSS, R), technology, basics of finance, basics of statistics, and most important develop a free will to listen to employees.

Happy New Year!

With Gratitude

Sonali Wagle

contactus@exponentialadvisory.co.in

wagle.sonali@gmail.com

Can Empathy and Mindfulness be Measured

We get calls from clients asking to measure the ROI on empathy and mindfulness programs. Can they be measured? is their first question.

We say yes. So where does measurement start?

It starts with ‘I’. Do I intend to measure? If yes, do I have the skills and resources to measure soft and sensitive topic such as empathy and mindfulness?

Case Example: Below are the steps that can be followed to measure empathy

1.    List down the parameters that come close to empathy

2.    Eg. The parameters that can be considered are Ego and arrogance

3.    Mathematically

f(E) inversely proportional to M

E = Ego and M = Empathy.

Higher the ego, less is the empathy.

4.    As per the definition of Webster, we call it as the universal definition

Ego means the self esp. as contrasted with another self or the world. Empathy means, the action of understanding, being aware of, being sensitive to and vicariously experiencing the feelings, thoughts, and experience of another of either the past or present without having the feelings, thoughts, and experiences fully communicated in an objectively explicit manner.

5.    Next, as per the company, we will need to define the dependent variables that can be measured (see table). We call it as the operational definition or operational variables. Please note the dependent variables may vary from company to company the factors. 

So let us consider the variables for the two factors ego and empathy

Dependent variable	Independent variables	Can the independent variables be measured
Ego	Concept of I, Knowledge, attitude and Culture,	Yes
Empathy	Life experiences, Ego,	Yes

The challenge will be for people to accept that they have EGO. Especially for people who undergo such empathy and mindfulness programs.

Many people ask me, “Do I have an ego?”

I say, “Yes, I do. And I know it. I need to form a habit of awareness of the arrogance and ego in me and of being mindful of my actions.”

So the key to start is to make people aware that they have an ego. And mind you it is not easy.

Once this is done and the participants accept their ego point of view. Half your job is done. Rest becomes easy

In the words of Benjamin Franklin, “In reality, there is, perhaps, no one of our natural passions so hard to subdue as pride. Disguise it, struggle with it, beat it down, stifle it, mortify it as much as one pleases, it is still alive, and will every now and then peep out and show itself; you will see it, perhaps, often in this history; for, even if I could conceive that I had completely overcome it, I should probably be proud of my humility.”

Myths of ROI and Evaluation on HR and Training programs

Myth 1. ROI is a finance concept and not an HR concept.

Calculating ROI is based on a simple mathematical formula. It takes into account benefits and costs. Enough tools and methods are available to arrive at the benefits factor for all the programs, processes and policies.

Myth 2. We do the evaluation. Post the program we administer the reaction questionnaire/ feedback form.

Administering reaction questionnaire is one part of the evaluation process. In fact, it is the base level of an evaluation. Evaluation of any program or process takes a minimum of three months to start showing the monetary benefits. A time period of at least six months will give good results.

Myth 3. Soft skills and behavior training cannot be measured.  

Majority of the things can be measured provided we intend to measure and we know how to measure.

Three things are vital

1.    Operational definition of the concept to be measured 

2.    Measures that are linked to the business needs

3.    Data availability

Various tools, techniques, and software on measurements are available.

Myth 4. We cannot measure everything.   

Measurement is a world of possibilities. Our entire world is governed by measurements. Some measurements are available, some are derived.

Eg.  Crossing the road: We take the distance and make certain assumptions about the speed of the car before we cross the road. Our brain is complex and is capable of processing information at a speed with a multiplier effect. The brain processes the information so fast that everything is governed at the subconscious level and we act consciously. All the actions that we do are based on measurements whether it is the force, speed or time.

Myth 5. ROI is a measurement that can be done at the end of the training.

To find the ROI of any program, we need to begin with the end in mind. Hence ROI process needs to be included even before the program starts. That includes training needs analysis.

Myth 6. Evaluation is time-consuming.

When one gets an ROI, one realizes that it is worth spending the money and time in the evaluation process. It is better to invest time in evaluation rather than repent on the amount, efforts and time spent on programs that give no ROI.

                 

Myth 7. No matter what HR does, HR is never going to get the due.

Let us understand who gets the due? People who are able to prove value and numbers get the due. Hence, sales professionals get the due as bring in revenue. The irony is these people are recruited by HR. Still, HR professionals do not get noticed. To get recognized HR needs to consciously make decision around the below areas-

• Align the programs as per the business need.
• Need to shift the focus from reactive approach to proactive approach.
• Thoroughly understand the balance sheet and how decisions taken in HR can affect the balance sheet.
• Able to prove the ROI on every investment for training, employee engagement activities, introducing policies and processes.
• Develop competencies that are ahead of time. Example what competencies do HR need in this era of ‘Artificial Intelligence’ need to be thought of.

Myth 8. Our CEO does not care for ROI on HR, training, and processes.

There could be various reasons why there is not a mandate to prove the ROI on HR, training, and processes. If the management has not mandated who stops an HR from not proving the ROI for their initiatives. Once the HR starts showing the numbers, the management would probably start noticing it.

 Myth 9. We can do evaluation process when the need arises.

Who decides the need? You, your HR head or the CEO. It is all about mindset. To develop a mindset of measurements and evaluation. A mindset to prove the returns for every investment a company makes in HR.

Myth 10. To calculate ROI, we need to have a strong mathematical ability.

To calculate ROI on HR and training process, we do not need high-end knowledge of mathematics or statistics. Basic knowledge is good. Though HR does need to develop analytical skills. Knowledge of software such as SPSS or R would add value.

Frequently Asked Questions on Evaluation (FAQs)

In my training programs, talks, lectures, and consulting assignments. I am asked a lot of questions. I thought to write about the same as FAQs.

Many people start to ask a question by saying “I am asking something silly” or “This is a stupid question I am asking”. I wonder what makes them say that. For me, a question is a question. There is nothing silly or stupid about it. A person asks because he wants to know something.

Q. Is it worth the investing in evaluation?  

Ans. That is a call a company needs to take. For eg. If you are spending $ 80000 for a training program, isn’t it worth spending $ 10000 on the evaluation? At least here you would know if you want to make investments in future.

Q. What are the benefits of evaluation?  

Ans

• Evaluation has plenty of benefits such as
• Reduce costs, increases revenue, saves time
• Makes everyone in the company accountable
• Training becomes a serious business
• All the programs, policies and processes are aligned with business measures
• The probability of things going wrong reduces
• Makes the vendors accountable
• SOPs are streamlined
• Evaluation earns a person seat in the board room
• We no more do work on feel-good factor. Our work is based on data that is tried and tested
• Budgets are easier to get sanctioned

 Q. Do we need to know statistics to conduct an evaluation study?

Ans. We do not need to know advanced statistics, but good to know basic statistics that include measures of central tendency.

Q. Do we need to wait long (three months to one year) to complete the evaluation? We do not have that much time.

Ans. Evaluation is a process. Any process to implement and see the value takes a minimum of three months. We suggest a time period of at least six months.

Q. Is a pilot test essential?  

Ans. Experience shows that pilot testing a program is always beneficial. Especially for high-value programs. Eg. If you want to invest $50000, it is better to check the pilot and forecast if it is worth investing in the program.

Q. Evaluation is time-consuming  

Ans. How and where one wants to invest time is subjective. It is better to invest time in evaluation rather than repent on the amount, efforts and time spent on programs that give no ROI.

Q. Are companies investing in evaluation on programs?

Ans. Yes, The major industry that does evaluation is the Non-Government Organizations (NGOs) and departments under corporate social responsibility (CSR). Other companies investing in the evaluation are those which are data-driven companies. Where accountability and measurement is the culture and the HR are willing to take risks, show accountability and have a say in the decision making. However, the trend shows that now HR and L&D departments are getting serious and want to show value for money.

Q. Can soft skills, behavior be measured?  

Ans. Majority of the things can be measured provided we intend to measure and we know how to measure.

Three things are vital

•          Operational definition of the concept to be measured  
•          Measures that are linked to the business needs
•          Data availability
•      Various tools, techniques, and softwares on measurements are available.

Q. Is it really possible to measure anything?   

Ans. Yes, our entire world is governed by measurements. Some measurements are available, some are derived.

Eg.  Crossing the road: We take the distance and make certain assumptions about the speed of the car before we cross the road. Our brain is complex and is capable of processing information at a speed with a multiplier effect. The brain processes the information so fast that everything is governed at the subconscious level and we act consciously. All the actions that we do are based on measurements whether it is the force, speed or time.

Q. Is learning EXCEL enough to conduct evaluation study?   

Ans. Yes, Excel is enough for fewer data. For larger data, knowledge of ‘SPSS’ or ‘R’ is needed. 

For any questions do write to me (wagle.sonali@gmail.com)

With Gratitude

Sonali Wagle