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What I will learn(knowledge and skills)
What I will do(action)
Results I will get
Organization goals
Learning Impact Map
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A Learning Impact Map will:
• Identify if the training can achieve the desired results in terms of broad business goals
• Prepare participants to learn and change their behavior based on the training
• Link the desired behavior with organizational performance and business goals
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Learning Impact Map Show:
• Knowledge and skills the participant will learn in the training
• Behaviors driven by the new knowledge and skills
• Results that will be realized by the new behaviors
• Goals of the organization that the results will help accomplish
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Four Key Roles
Participant
The individual who is the target of the learning intervention and the one expected to change behavior to produce a desired result.
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Four Key Roles
Coordinator
The individual who is responsible for the success of the learning investment. They may also be the sponsor or funding source. Often this is someone on the organization’s learning and development team, but may also be someone in a specific functional area of the business.
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Four Key Roles
Facilitator
The individual who delivers the training, often referred to as an instructor.
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The starting point for using the map is the last column on the far right.
It identifies the organization goals advanced by the learning objectives.
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The learning objectives are described in the first column on the left.
Focus on a few. Less is more. Three specific, active, measureable objectives is a practical number.
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Reviews the organizational goalsDescribes the training learning objectives
Impresses on the manager how their engagement will impact the desired behavior change
Demonstrates how to “read” the LIM
Provides questions for the manager to use in the pre-training meetings with participants
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Manager leads a meeting with the participant to complete the LIM.
The meeting should be held three to seven days before the class.
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What are the business results you personally impact the most?
What are the key areas of training that can impact these results?
What are some actions you might take after training to reach these results?
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The facilitator reviews the LIM’s and adapts the learning event to focus on the key objectives and behaviors.
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At the end of the class the facilitator asks participants to revise their LIMs as necessary based on what they have learned in the class.
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What did you think of the training?
Why did you make changes?
How can I support you?
Summarize the actions you will take to implement learning and summarize the actions you will take to support them.
Agree on how you will jointly monitor/measure progress.
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Learning Impact Map Example
What I will learn(knowledge and skills)
What I will do(action)
Results I will get
Organization goals
Create individual development plans (IDP)
Complete formal IDP for all direct reports
Direct reports who know they have a development plan and complete it
Engaged employees as measured by the Q12
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Learning Impact Map Example
What I will learn(knowledge and skills)
What I will do(action)
Results I will get
Organization goals
How to prepare and share detailed job plans
Standard job plans are created, updated, reviewed and stored for shared access
Jobs will be completed based on priority and increase schedule compliance
Improve OEE 10%
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Learning Impact Maps will help:
Determine if the training initiative is worth doing
Defend the training initiative to top management
Communicate requirements for performance support both prior to and subsequent to any training activity
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Learning Impact Maps will help:
Link training to specific performance and business goals
Determine what must be measured to evaluate if the training produced the desired results
Reinforce that the training is not about an event or knowledge and skills but changing behavior to produce desired results
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Bill Wilder800-556-9589
Life Cycle InstituteHigh Impact Learning
Learning Consultants
Training Solutions
Life Cycle Engineering www.LCE.com
