A few weeks ago I wrote about going on a course that I didn’t think was a valuable use of my time. The post described a course that was put together to make me productive using technology. In the post, and discussion afterwards, I was concerned that we still deliver this type of training because we believe we’re offering value.

So, 8 weeks after the event, it’s only fair that I should review my practice and see whether what I’d been told on the day had stuck. And guess what…it has.

Job done.

Course worked.

Commission more.

Maybe not.

But you went on a course and it worked!

Did it? Look at the previous post – there were 14 activities recommended in a handout to carry out. I  already did 12 out of those 14 activities on a regular basis. Is it fair to measure the effectiveness if I had a depth of previous performance/experience?

Learning 2/14 activities is still a good conversion rate if the practice is embedded and you’re performing better!

Is it? If 14% of the content is relevant does that mean I only pay 14% of the cost of the training? I’d like to hear how well you get on in those conversations with vendors and suppliers.

But it’s not all about content – the experience helped

Fair point – the course was a catalyst for me to change my practice but the value I realised on the day was the hands on activity, being coached on my practice. I’m sure many of the readers of this blog will agree that being coached on a 1-1 basis is possibly the best support we can offer. And 1-1 coaching is, comparatively, more costly.

So it did help?

Yes it did – but it was the least cost effective way to develop this skill. And there’s the rub…how do we quantify the value of the course if it’s not the content but the catalyst of the learning event on its own that creates the change in behaviour?

I’ve looked at these issues before and will be exploring them again on 10/11 September at Learning Live in London. If you’re coming to the event, the session I’m facilitating on the 50 Big Ideas will spend some time looking at the value we attempt to measure. I’ll be trying to help you with, if not a big idea, at least a few small ones that you can take back to the workplace and maybe, in 8 weeks or so, help change your practice.

Am I being too harsh? Should we accept this result? Thoughts always welcome.