* Support the growing demand for learner self-directed training initiatives using an evidence / ROI based design approach;
* Enhance decision making quality when implementing training delivery “channel shift” initiatives. Here, enterprises seek to enhance learning ROI by shifting legacy training delivery modes to a higher efficiency mix;
* Enable global / enterprise-wide learning design standards for training interventions (e.g. industries with strict compliance requirements);
* Create a more balanced and aligned competitive environment for outside training services providers with a standardized approach to training requirements analysis and blended learning design.

The LearningROI algorithm has been designed to model the behaviors of top performing training experts and learners. The algorithm ranks learning delivery options in descending order of return on investment (ROI), or “Fit”, based on how experts would rank those choices under similar circumstances. During the Analysis phase, the User defines the characteristics of the learning requirements by answering a series of questions which act as input variables to the algorithm.

On the Design page, the learning design team is guided in their selection of learning activities based on a ranking of learning delivery options performed by the algorithm. There are two options for how those rankings are sorted:

ROI (Return on Investment) – A factor with “Fit” as the numerator and the relative cost of development and delivery for each learning delivery option as the denominator. Use ROI for ranking delivery options when the primary consideration for selection is optimizing the trade-off between best learning/performance outcomes vs. the relative cost of development and delivery.

“Fit” – Represents how well a given learning delivery option will deliver desired learning/performance outcomes given the Characteristics of the training requirements specified during the Analysis phase. Use this option when the primary consideration for selection is optimizing learning/performance outcomes (i.e. cost considerations are not emphasized).

  • When the decision has material consequences to the organization (e.g. significant impact expected from the proposed training, large investment planned, etc.);
  • When there are multiple team members and decision makers weighing in on the decision and you need a common reference point and approach to address the challenge;
  • When there are numerous options to choose from and there is lack of clarity on how to best sort through those options (e.g. multiple combinations of available delivery media and instructional methods);
  • If you’ve never tried it!

Each learning delivery option reflects a unique combination of learning strategies, instructional methods, delivery media and cost structure. The ranking of these options are based on the unique characteristics of a given learning requirement – this capability is a core feature of this application. Most commonly used learning delivery options are included in the default list provided for each account. A list of the options available for your Blended Learning Plans and the underlying rationale for their category assignment is available here: Learning Delivery Options

Upon request, a LearningROI Performance Consultant will “localize” the default list of learning delivery options and/or create new ones for Enterprise clients as needed. See: LearningROI Pricing

Formal: Structured learning (e.g. objectives / curriculum / assessment plan established) with instructor facilitation and developed content; “top-down” – initiated and supported by the organization; interventions occur strictly outside the flow of work.

Informal: Learning that occurs outside a structured context; no clearly defined objectives / curriculum / assessment; “top down” or “bottom’s up” (intervention initiated by either organization or learner); content can be learner generated; outside the flow of work.

On-Demand: Learning or performance support that occurs at the time of need and in the flow of work to supplement retained knowledge / skills; “top down” or “bottom’s up” (intervention initiated by either organization or learner).

Experiential: A fully integrated learning experience gained from working on the job under normal working conditions (e.g. hands-on experiences from daily tasks, novel challenges, etc.).

Each learning Project you create has unique characteristics related to cost, the audience, performance factors, the learning content, etc. Users are asked to detail those characteristics by answering targeted questions served to them during the Analysis Phase. The answers to these questions become the input variables for the algorithm that then ranks the learning delivery options for highest ROI or best “Fit”. A full list of the questions used to define your Project characteristics is found here: Analysis Options

Upon request, a LearningROI Performance Consultant will “localize” existing characteristics and/or create new characteristics for Enterprise clients as needed to ensure the application accurately reflects the organization’s approach to decision making. See:  LearningROI Pricing

Once you’ve completed the Design Phase, you’ll be presented with the Summary view of your BLP which displays a learning activity box for each of the modalities you selected. The modality title link opens a modal that offers 3 data fields that can be populated with important details about your BLP:

  • Learning Strategy: Here, to describe your overall strategy for engaging the learner, we use Clark and Wittrock’s (2001) well established model that defines the degree of control asserted by the instructor / learner during a training activity:
    • Exposition: instructor asserts full control by providing a unidirectional flow of information to a passive learner (e.g. lecture, prescribed reading);
    • Structured Instruction: similar to Exposition, but the instructor offers opportunities for interactivity with the learner (e.g. typical classroom setting with discussion / Q&A / assessment);
    • Guided Discovery: learners are provided a sandbox-like environment where they are able to learn via trial and error, often with the support of a facilitator (e.g. case studies, lab exercises, etc.);
    • Exploration: learner asserts full control and is responsible for navigating themselves through available resources to complete a defined learning requirement or access on-demand resources in the flow of work (online search, job aid, social media, etc.).
  • Instructional Method: An approach or technique that enables the effective transfer of learning. Examples include: lecture, demonstration, role-playing, case study and discussion. Selection of instructional method(s) should consider the nature of the subject matter and the characteristics of the audience so that the learning objectives are achieved.
  • Media Type: A learning delivery “channel” that enables the efficient transfer of learning. Examples include: face-to-face, Twitter, YouTube, SMS, Yammer, WebEx, podcast, Slack, TED Talks, Feedly, etc.

Roger Schank’s infamous quote about what’s broken in education (or training) comes to mind when considering how to improve an organization’s return on learning investments:

“Only two things wrong with education: 1) What we teach; 2) How we teach.”

 Using the LearningROI app is an excellent approach to map out “how” to design high performance blends, but what about “who” within the organization should be given priority for scarce learning investments, or “what” content should be delivered, or “when” should it be delivered?  For those determined to drive higher returns from their learning investments, we suggest the following process to help set learning investment priorities:

  1. Clearly identify the top business priorities you are tasked to support with your learning investments;
  2. Clearly identify the top functional roles that will have the most impact on achieving those business priorities;
  3. Identify the people currently achieving the desired level of performance within those top functional roles;
  4. Determine what outcomes they produce daily that drive the desired business results;
  5. Model their performance behaviors and decision making using a Performance Consulting approach;
  6. Design and implement learning interventions based on the insights learned in Step 5 that will shift the performance curve of the rest of your organization to more closely imitate your top performers.

We have resident expertise available to guide our clients with any or all of the steps above. Learn more here: LearningROI Pricing