Learning impact can be measured in many ways. In learning and leadership development, people want their behavior and skill development activities to have a positive effect.
Impact analysis tools measure the effectiveness of these specific activities and make judgments about the significance of the development activities they are describing. They are an evidence-based process to measure the post-activity result and compare it with the pre-activity result of the same activity. They are very much like a gap analysis. In fact, impact analysis is often described as part art and part science.
The TalentSage Impact Analysis™ tool is a report that provides a comparison between scores from one survey conducted at the beginning of a learning with scores from a repeat of the same survey after a period of time. The period of time must be sufficient enough for the person to have been able to apply, practice, reflect and adjust. Otherwise, one wouldn’t expect any change.
Our impact analysis tool includes both quantitative and qualitative information. The quantitative looks as the scores of measurements provided whereas the qualitative reviews themes that come from the open-ended questions. Whether an individual, team or organization, many types of evidence of impact can be uncovered with our automated Impact Assessment tool.
Feedback from other colleagues helps a person understand her/his behavioral impact on others. Multiple feedback points can be used to create an impact assessment to explore noticeable differences. The following tools are useful for impact assessment because they have the potential to demonstrate change after sufficient time for application, feedback and practice.
Use Classic 360º™ for an individual impact analysis after gathering feedback from colleagues on one’s behavioral improvements.
Use GDP™ for a group or team impact analysis to determine the impact of group-level development activities.