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Evaluating & Developing Supervisory Skills -...
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Evaluating & Developing Supervisory Skills
Regional Discussion Forum January 11, 2013 Allan Rodgers, MBA, MEd
Brattleboro, Vermont
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Agenda
Welcome & Introductions
8 - 9:10 ~ Discussion 1: Evaluating investments in
training; evaluating & developing supervisory skills
9:10 - 9:30 ~ Discussion 2: seVEDS update on
regional economic and workforce development
efforts
9:30 - 10:00 ~ Open discussion, Adjourn
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What attendees said about the last session…
Great but…
More discussions
Less “selling”
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Training Return on Investment (ROI)
Group Questions:
Do you calculate ROI on training?
How do you do it?
What have you discovered?
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Models
Benefit/Cost Ratio
ROI (%)
Costs Program
Benefits ProgramBCR
100(%) xCost
CostBenefitROI
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What’s the ROI of wearing a
clean shirt every day?
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Levels of Return
Level 1: Learner satisfaction
Level 2: Learner demonstration of understanding
Level 3: Learner demonstration of skills or
behaviors on the job
Level 4: Impact of those new behaviors or skills on
the job
Level 5: Impact of those new behaviors on society
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Only 10 – 15% of organizations
measure ROI of training.
Why?
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Training – Why do so few calculate ROI?
No one asks for it
Few calculate it correctly
Few are confident of the results
Few want to share the results
http://www.shrm.org/Education/hreducation/Pages/ReturnonInvestmentTrainingandDevel
opment.aspx
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Could measuring training ROI
help your organization?
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ROI Studies Vary
Typically, only 10 of 100 trainees change their behaviors
Technology certification: $300 return per $1 invested
The ROI from meeting training = 558%.
Invest $1,500 per employee (v. $125) = 24 % gross profit margins and 218 % higher revenue per employee
U.S. DOL: training =16% increase in productivity.
Construction Industry Institute: $1 training, = returns $1.30 and $3.00.
http://clomedia.com/articles/view/case_studies_in_the_roi_of_training/7
http://aetcnec.ucsf.edu/evaluation/Brinkerhoff.impactassess1.pdf
http://www.onesmartworld.com/drupal/1/sites/default/files/WestJet_ROI_Report_Highlights.pdf
http://awfi.org/training-return-on-investment
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Is there interest in learning
or understanding more
about training ROI?
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Leading
Supervising
Managing
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Leading Supervising Managing
Leading
Supervising
Managing
What’s the difference?
What’s the relationship?
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Leading Supervising Managing
Managing – Coordination among resources
Leading – Create and develop organizational
purpose, culture, change
Supervising – Establish, encourage, and monitor
individual behaviors
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Leadership Skills
Envisioning the future
Engaging others in the visioning process
Inspiring participation and commitment
Using vision and inspiration to solve problems
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Management Skills
Planning
Delegating
Allocating resources
Clarifying goals
Monitoring progress
Managing self and others
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Supervision Skills
Assigning specific tasks
Assigning specific individuals
Creating and supporting effective teams
Assuring that skills are appropriate for the tasks
Refining performance
Ensuring conformance to organizational goals and
norms
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Leading
Supervising
Managing
Which skills are most needed
in our organizations?
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Evaluating Supervisory Skills
Should we measure skills?
How do we measure supervisory
(& other) skills?
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We Can Measure at Several Levels
Does and accomplishes goals
Does
Demonstrates
Knows How
Know About
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We Can Measure at Several Levels
Does and accomplishes goals – use of email
increases effectiveness
Does – uses email on a periodic basis
Demonstrates – can show someone how to use email
Knows How – can explain the benefits and uses of email
Know About - email
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Assessing Skills & Skill Gaps
How do we measure skills?
Asking Self
Other
Demonstrating Simulation
Actual
Observing
Known
Unknown
Measuring Results Direct
Indirect More Time, Cost, Impact,
Objectivity
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Assessing Skills & Skill Gaps
How do we measure skills?
Asking Self
Other
Demonstrating Simulation
Actual
Observing
Known
Unknown
Measuring Results Direct
Indirect
Does anyone use any
of these methods of
evaluating skills?
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Best practices in skill evaluation
1. Clarify purpose
2. Clarify skill to be assessed
3. Establish measures
4. Develop methods
5. Use more than one measurement system
6. Check validity & reliability
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Creating Supervisory Development Plans
What are some successes and lessons
learned in employee development plans?
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Creating Development Plans –
Content Development
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Creating Development Plans - Process
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Selecting Trainers
What are questions to ask when
selecting trainers and training
organization?
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How Can We Help?
In what ways could CCV and Vermont
Tech help your organization or region
in developing your supervisory skills?
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Okay, one slide with selling
CCV offers Applied Supervision I and Applied Supervision II - Customizable, 4 month program, includes one on one coaching. Funding may be available through Vermont Training Program. (Beginning Feb 11th in Brattleboro)
Vermont Tech offers a variety of on-site deliverable leadership trainings, including these DDI trainings
Adaptive Leadership
Essentials of Leadership
Getting
Started as a New Leader
Leadership: Facilitating Change
Leading Change
Leading High-Performance Teams
Supporting Leadership Development
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Agenda
Welcome & Introductions
8 - 9:10 ~ Discussion 1: Evaluating investments in
training; evaluating & developing supervisory skills
9:10 - 9:30 ~ Discussion 2: seVEDS update on
regional economic and workforce development
efforts
9:30 - 10:00 ~ Open discussion, Adjourn
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Agenda
Welcome & Introductions
8 - 9:10 ~ Discussion 1: Evaluating investments in
training; evaluating & developing supervisory skills
9:10 - 9:30 ~ Discussion 2: seVEDS update on
regional economic and workforce development
efforts
9:30 - 10:00 ~ Open discussion, Adjourn
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How to Calculate ROI
http://www.businesstrainingexperts.com/white_papers/training_return_on_in
vestment_roi/How%20to%20Determine%20ROI%20-
%20Non%20Manufacturing%20Environment.pdf
http://www.shrm.org/Education/hreducation/Documents/09-
0168%20Kaminski%20ROI%20TnD%20IM_FINAL.pdf
http://www.peopledev.co.za/library/Determining%20ROI%20in%20ETD.pdf