YourBrand™

Return On Investment

Designed specifically to be personalised without additional costs

Deliver Financial Return

We’ve designed YourBrand™ to drive return on investment:

  • Developing the skills essential to increased personal, team and leadership effectiveness to drive business performance
  • Delivering a highly personalised and contextual programme, linked to your brand and business strategy, with no development costs

It’s a simple equation, but unfortunately less than 10% of organisations actually measure the effectiveness of their training .1,2

And, those that do, rarely go beyond the smiley sheets that give immediate feedback at the end at the end of a workshop, rather than assessing the effectiveness of the training back in the workplace.

We believe it’s essential to evaluate the value of training on business performance.


The cost of leadership

Our review process is based on the Kirkpatrick model, which evaluates the effectiveness of training across four distinct levels:3

Level 1: Reaction

Evaluates how participants respond to the training:

  • Satisfaction: How did they feel about the program they attended; the instructor, topic, material, presentation, venue?
  • Engagement: Were they actively involved in and contribute to the learning experience? What was the most memorable and invaluable exercise of the day? What could be done differently?
  • Relevance: Will they have the opportunity to use or apply what they learned at work? What was the most relevant?

It’s at this level – Level 1 – that the smiley sheets are invaluable. It’s immediate feedback that enables us implement any necessary amendments to content or delivery as quickly as possible. Plus, it also provides initial feedback on the programme to its sponsors.

 

Level 2: Learning

Did the participants acquire the intended knowledge, skills, attitude, confidence and commitment from the training?

If we’re working with you on a SETA skills plan, assessment of learning is through the post-training summertime assessment – the perfect way to evaluate learning and implementation in the workplace.

If we’re running a standard training programme – without credits leading to a qualification – we’ll include learning assessments as part of the workshop plan.

 

Level 3: Behaviour

Have the participants’ behaviours changed as a result of the training? Are the knowledge and skills being applied in the  workplace?

Assessment should be against the specific leadership skills and behaviors needed to successfully execute the company’s strategy, together with the specific outcomes identified during our understand stage at the beginning of the programme.

360 feedback is essential at this stage, and ongoing behavioral assessment should be included as part of the annual performance review process. There’s also YourBrand™ modules to develop performance review capabilities and to identify your brand-specific leadership competencies, if these are not already in place.

 

Level 4: Results

Has the training positively impacted the organisation?

A formal review of the outcomes vs the objectives agreed at the start of the programme, together with analysis of the effect on the bottom line – calculation of return on investment. Most companies fail at this stage as they’re unsure of what and how to measure the effect of training effectively.


What Can be Measured?

The biggest challenge is to identify which outcomes, benefits, and final results are most closely linked to the training programme. What can easily be measured effectively over the long term?

Not all measures are appropriate to each programme  – and we’ll agree the appropriate metrics with you during our understand phase – but they include:

Financial Performance

Organisations with strong leadership are 2.3x more likely to financially outperform their peers.4

Strong leadership drives the bottom line, and financial performance is an essential component of ROI. Ideally we’d analyse this at an organisational and at a team level.

 

Employee Engagement

Nearly half of South African employees are actively disengaged at work.5

Leadership accounts for at least 70% of the difference in employee engagement between teams.6

A 5% increase in employee engagement results in a 3% growth in revenue.7

Employee engagement is one of the most valuable indicators of company health and leadership performance. If you’re not currently running a survey, or not actively acting on the results, we can help. There’s also a YourBrand™ module to help you optimise employee engagement.

 

Improved Communication

0% of senior managers in South Africa thought that management communication needed to improve… but 76% of their employees want improved communication from their management!8

Communication should be a component of your employee engagement survey. By building self awareness and focusing on connection through communication throughout each YourBrand™ module, improved communication across the business is a key metric to measure.

 

Employee Turnover

It costs 30-120% of their annual salary to replace someone when they leave.9,10

3x more millenials chose training and development vs cash bonuses as their first choice of employment benefit.11

Lowered productivity, extra strain on the remainder of the team, decreased morale, interview, on boarding time and costs, the time taken for the new employee to get up to speed, the knowledge and workplace equity that’s lost… Replacing staff costs money.

Employee engagement drives retention, and training and development is an essential component of keeping employees thriving and engaged at work.

 

Other Metrics

Depending on your product or service, other metrics we can evaluate include reduced waste, increased sales, higher quality ratings, increased customer satisfaction, fewer staff complaints, reduced time to market etc.

You can’t manage what you can’t measure.

Peter Drucker

Built-In ROI

Traditionally, creating a highly personalised leadership development programme would be expensive, either in terms of the internal resources required to build the programme, or the fees of an external consultancy.

However YourBrand™ provides a highly personalised, contextual programme with no development cost.

YourBrand™ is also designed to drive performance:

  • Unique brand-specific framework to align development with your brand and strategic objectives
  • Over 20 modules based on the skills critical to personal, team, and leadership performance
  • Powered by Insights Discovery, proven to drive organizational performance

And, as a SETA accredited training provider, the opportunity to claim additional rebates, for a PIVOTAL skills programme, could further reduce your cost of implementation and increase your ROI.

Download The YourBrand™ brochure

REFERENCES:

  1. McKinsey & Company (2010). Building organizational capabilities. McKinsey Quarterly. (mckinsey.com).
  2. CIPD (2015). Learning and development: Annual survey report. (cipd.co.uk).
  3. Kirkpatrick, D.L., Kirkpatrick, D.J. (2009). Evaluating training programs: The four levels (3rd Edition). San Fransisco: Berrett‑Koehler.
  4. Deloitte (2015). Human Capital: Deloitte leadership powered by Kaisen. (deloitte.com).
  5. Gallup (2013). State of the global workplace: Employee engagement insights for business leaders worldwide. (gallup.com).
  6. Gallup (2015). State of the American manager: Analytics and advice for leaders. (gallup.com).
  7. Aon Hewitt (2015). 2015 trends in employee engagement. (aon.com).
  8. PDT (2015). The state of employee engagement in South Africa. (pdtsa.co.za).
  9. PwC South Africa (2014). HR Quarterly: The real cost of losing key staff – can you quantify it?. (pwc.co.za)
  10. Kantor, J. (2016). High turnover costs way more than you think. Huffington Post. (huffingtonpost.com).
  11. PwC (2011). Millennials at work: Reshaping the workplace. (pwc.com).
Steve AndrewsReturn On Investment