What if every training dollar propelled your organization closer to its most crucial goals? Too often, training programs operate in silos, disconnected from the objectives they’re meant to support. As Ben Horowitz, renowned CEO and entrepreneur, famously said, “There are only two ways for a manager to improve the output of an employee: motivation and training.” Being “too busy to train” is like being “too hungry to eat.”
Here’s a streamlined approach to ensure your training drives measurable business impact.
STEP 1: Define Objectives Using OKRs
OKRs (objectives and key results) are a framework for setting and achieving goals.
Example:
- Objective: Improve customer satisfaction.
- Key Results:
- Increase customer satisfaction scores from 75 percent to 85 percent by fourth quarter.
- Reduce complaint resolution time from 48 to 24 hours by June.
- Achieve a 90 percent positive feedback rate on customer interactions by year-end.
Actionable Tip: Formulate one clear objective with three SMART (specific, measurable, achievable, relevant, and timebound) key results for focus.
STEP 2: Perform a Gap Analysis
Identify changes in people, processes, and technology to achieve OKRs.
Ask:
- What do people need to know?
- What should they be able to do?
- What behaviors should they habitualize?
- What mindset is required?
Actionable Tip: Collaboratively use tools such as Action Mapping to pinpoint specific gaps.
STEP 3: Map Gaps to Required Competencies
Now, map the identified gaps to a set of minimal required competencies. Competencies can be defined by their dimensions: knowledge, skills, behaviors, and attitudes. Focusing on essential competencies ensures the training addresses key needs.
Example:
- Competency: Customer Service Excellence
- Knowledge: Product features and benefits
- Skills: Effective communication
- Behaviors: Empathy, proactive problem solving
- Attitudes: Customer-first mindset
Actionable Tip: Use tools such as ChatGPT to translate gaps into defined competencies. Validate these competencies with team leaders and trainees to ensure they’re both necessary and sufficient for success.
STEP 4: Design Training Using the SAM Model
The Successive Approximation Model (SAM) is a flexible approach to training design that emphasizes rapid prototyping and feedback. By iterating quickly, SAM ensures training aligns closely with evolving business needs.
Actionable Tip:
- Begin with a Savvy Start session to outline goals.
- Rapidly prototype training elements.
- Gather feedback and refine continuously.
This method keeps training aligned with business needs and allows quick adjustments.
STEP 5: Measure and Optimize Impact
Establish metrics to track progress toward your OKR and competency-driven training outcomes.
Set metrics to track OKR progress and competency-driven outcomes.
Lead Measures (what you can influence):
- Completion rates
- Assessment scores
- Session engagement
Lag Measures (business outcomes):
- Customer satisfaction scores
- Resolution times
- Feedback
Actionable Tip: Create a compelling scoreboard to monitor metrics and hold check-ins to review and adjust as needed.
Strategic Driver of Success
Aligning training with business objectives transforms learning and development (L&D) from a support function into a strategic driver of success.
Through OKRs, targeted gap analysis, building essential competencies, designing iteratively with SAM, and measured outcomes, you ensure every training initiative advances organizational goals and delivers tangible results.
