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Jack A. Hill

Undetected Employee Incompetence

Coordination Puts Muscle Into Cooperation

ROI, return-on-investment, is a metric fundamental to business and government alike. Executives and chief administrators recognize it, and business and operations managers appreciate it. It is calculated consistently and recognized across sectors around the world by those stakeholders with fiduciary responsibility for investments in people, projects, and processes.Unfortunately, misinformation and misuse cloud the value of this simple, yet powerful, metric. While its existence in performance improvement, learning and development, and human resources is not new, when reading much of the literature and comments made in conference sessions, one would think ROI is a new phenomenon, and one from which people should run.ROI’s use in learning and HR began in the 1970s when my husband and business partner, Jack Phillips, conducted the first ROI study on a cooperative education program. It has been used for years in quality and productivity training. In more recent years, it has grown to be a standard metric for many leadership development and coaching programs, as well as other “soft” solutions.Yet, confusion around ROI remains. The crux of the confusion lies in how and when to use ROI, and how to report it so stakeholders recognize the complete success of a program or project.Fear and angst around ROI exist, because like most investments, a negative ROI is inevitable for poorly implemented and misaligned programs. On the flip side, if the ROI is extraordinarily high, fear exists that the results will not be perceived as credible. This fear is unwarranted if you use a credible approach to develop it, follow fundamentally sound standards, and apply it consistently across all types of programs.Indeed, too many people would rather listen to the naysayers than figure it out for themselves. Jack and I have published more than 40 books with ASTD, as well as other publishers such as SHRM, Berrett-Koehler, McGraw Hill, and Wiley. These publications describe ROI’s use and importance in showing the contribution of programs and projects. They, along with many conference presentations and workshops, offer learning and development professionals opportunities to understand what ROI is, what it is not, and how to use it.Unfortunately, many professionals still fail to get the point—they miss the bottom line.Reported alone, ROI describes the economic impact of programs, projects, and processes. Reported in the context of other measures, it contributes to the complete story of program success and informs decisions about resource allocation.To learn how to measure the impact of your programs, projects, and initiatives, register now for an upcoming offering of ATD's ROI certificate. 

Bottom Line on ROI

Jack A. Hall

Thebenefits Of A OneMan Training Department

Hello, Senior Leaders & Executives Community members! I’m pleased to introduce myself as your new Community Manager. I am excited for the opportunity to collaborate with you, and bring you some of the industry’s leading research and resources for C-suite learning leaders. If you are new to this group, learn how you can contribute here.Will you be at ATD 2015 in Orlando next week? If so, I would like to meet you! I’ll be at the Communities of Practice Booth in ATD Central (located in the Expo Hall) during the following days and times:Monday, 11:30 a.m.-12:30 p.m.Wednesday, 10-11 a.m.Please come say hello! The booth will be stocked with brochures and fliers describing ATD’s various Communities of Practice, including more details on the Senior Leaders & Executives Community.ATD 2015 has a dedicated education track on leadership development. You can search for topics and speakers that interest you, and build your own daily schedule.Below are some suggested concurrent sessions:Improv and Leadership: Teaching Leaders Positive, Effective Behaviors for Employee Engagement, Sunday, May 17, 11:45 a.m.-1 p.m., W108ABCreate a More Adaptive Organization With Leaders as Teachers, Sunday, May 17, 3-4 p.m., W110BLearning From the Leaders Behind the Leaders, Monday, May 18, 1-2:15 p.m., W320Today’s One Minute Manager, Monday, May 18, 3-4 p.m., W320Mentoring Circles at AIG: A Case Study on Global Leadership Development, Tuesday, May 19, 4:30-5:30 p.m., W304ABBuilding Strategic Linkages: Map and Measure Your Learning Strategy, Wednesday, May 20, 1:30-2:30 p.m., W320This year’s Senior Leaders & Executives Community Theater session will present lessons from leaders in the profession. The one-hour TEDx-style session on Tuesday, May 19, from 3-4 p.m. in W300, features leadership legends Jack Zenger, Patricia McLagan, Elaine Biech, and Jack Phillips. This brand-new Community Theater format includes audience Q&A at the conclusion of the session. Don’t miss it!I look forward to learning with you at ATD 2015, and beyond. Please feel free to contact me with any questions or ideas.Cheers,Ann

ATD 2015 Highlights From Your New Community Manager

Jack Wilson leads the Learner Advocacy team at Cisco, focused on improving the learner experience, training impact, and understanding the "voice of the learner." Jack has over 15 years of experience in learning and development, creating innovative training solutions for companies such as Cisco, Microsoft, P&G, and others. His work has won two Brandon Hall gold awards for custom e-learning simulations. Jack has also been an adjunct faculty member in the Instructional Systems Technology (IST) department at Indiana University and co-wrote a chapter on training games and simulations for ISPI’s Handbook of Human Performance Technology (3rd edition). Jack has an M.S. degree in Instructional Psychology and Technology and a B.S. degree in Education from Brigham Young University. He also completed his doctoral coursework in IST at Indiana University.

Jack Wilson

Clint Pulver is an Emmy Award–winning, motivational keynote speaker, author, musician, and workforce expert.A professional drummer for more than 20 years, he has played with headlining fellow musicians at venues like the Vivint Arena, the Stadium of Fire, and the Kodak Theatre (now Dolby Theatre) in Hollywood. In 2010 he founded the Utah Valley University (UVU) drumline known as the Green Man Group, which he directed for six years and went on to direct the drumline for the NBA’s Utah Jazz until 2015.Clint was featured in BusinessQ magazine as one of their top 40 under 40 list as a premier corporate keynote speaker. He has appeared on America’s Got Talent and in feature films with actors such as School of Rock’s Jack Black and Napoleon Dynamite’s John Heder.Known as the leading authority on employee retention, Clint helps organizations retain, engage, and inspire their team members from the front desk to the board rooms and everyone in between. He expertly helps audiences navigate generational complexities, communication challenges, leadership missteps, and cultural cues.As the president and founder of the Center for Employee Retention, Clint has transformed how corporations like Keller Williams, AT&T, and Hewlett-Packard create lasting loyalty through his work and research as “The Undercover Millennial.” For more than a decade, he has been a self-motivated entrepreneur who is well-versed in business start-up, leadership, sales management, management training, and helping teams grow multi-million-dollar accounts. He uses that experience to create teachable relationship and business strategies based on trust, service, support, connection, and consistent follow-through.Clint strongly believes that a single moment in time can change a person’s life. He has traveled the world speaking to a wide spectrum of diverse audiences, challenging them to dream, excel, connect, and believe—both in themselves and in the power of others. Clint has dedicated his heart, his messages, and his business to helping organizations understand the younger generation and helping the younger generation better understand themselves by living a life of significance, rather than just a life of success. His mantra: “It’s not about being the best in the world . . . it’s about being the best FOR the world.”

Clint Pulver

Donald Kirkpatrick originally presented four levels of training evaluation. Jack Phillips proposed a fifth level, ROI. The levels presented in the document are not sequential and not of equal importance. Ideally, we should focus on the level of evaluation that aligns with our organizational goals and the primary focus of our key stakeholders.

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