December 11, 2018

Using Learning Scorecards to Show Impact and Action

Many people ask about scorecards and how to best build them and use them. Let’s discuss this.

First, what is a scorecard? A scorecard is summary information about your learning operation and programs for the purpose of discussing performance with learning leaders and learning stakeholders. Scorecards are comprised of key performance indicators (KPIs). A KPI is a measurable value to understand performance toward objectives.

KPIs should have a balance to them so you can have less of them but more completeness.

Examples of balance:

– Program – performance of the L&D itself

– People – impact on subsets of learners

– Results – impact on business outcomes

You’ll want to be mindful in how you visualize your KPIs. Show the KPIs at a point in time expressed as:

– Actual

– Goal

– Variance

Next, show the KPI over time in a trend of actual data relative to goal to understand the direction of the metric.

A sample scorecard for a learning leader may have the following components:

Budget

– Budget to Actual Variance

Activity

– Utilization %

– Completion %

– Duration %

Quality

– Instructor Rating

– Content Rating

– Environment Rating

Knowledge

– Knowledge Gain Rating

Impact

– Job Impact Rating

– Business Alignment Rating

– Manager Support Rating

– NPS Rating

A sample scorecard for a learning stakeholder (ex. a Sales Leader) may have the following components:

Efficiency

– Budget to Actual Cost Variance

– Utilization Rate

– Completion Rate

Effectiveness

– Knowledge Gain Rating

– L&D Quality Rating

Outcomes

– Job Impact Rating

– Business Alignment Rating

– Business Result Trend (ex. Sales Growth, Customer Sat, Compliance Rates etc.)

– Capability Rating Trend (ex. Decision-Making, Communication, Delegation etc.)

The culmination of the scorecard exercise is to communicate in a collaborative way with your learning leaders and stakeholders. Once that engagement occurs, you can have a much better dialogue around what data is acted upon to change future performance.

To best act on the data, be consultative not confrontational. Avoid placing blame or taking credit. Look at where the metrics are at and what you want to change by using an action plan. Action plans are the partnership between people focused on improving the future performance of a KPI. Ultimately, leaders who use scorecards want to drive future performance improvement from them, not merely look at them – – action plans make this transition a reality.

Want to learn more about Learning Scorecards? Download the whitepaper ‘Using Learning Scorecards to Show Impact and Action.’

The Performitiv Team

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