Once the appropriate success levers are selected and aligned with the learning development process, the adoption and mastery of new skills should be facilitated using the 5Ri™ Methodology. Through this methodology, skills are adopted, transferred, and successfully applied through the 5R™’s:

I. Relevance: How does the skill development apply directly to an individual’s role and the group’s purpose?

II. Resources: How are the necessary time, information, tools, technology, supporting processes, and structures being made available to produce the desired result?

III. Reinforcement: How is your environment supporting (incentives, consequences, recognition, etc.) the application of the new skills?

IV. Renewal: How is the organization ensuring continuous improvement through coaching, mentoring, follow-up, and refreshers?

V. Review: How are you evaluating the efficacy of the intervention at individual and group levels?

These five critical elements should be identified, managed, and adjusted before, during, and after each learning initiative to ensure adoption, transfer, and performance.

This combination of clarity and systemic support helps to transform learning into improved on-the-job performance and real business results – the real ROI of learning initiatives.

This approach places learning (as needed, just in time) within project teams, business initiatives, and projects instead of just inside a classroom or on a computer screen. Learning should be integrated as a part of your job – not outside of your job.

When we ask executives why they are not fully managing or implementing their learning solutions, they provide three consistent answers.

1. First, it takes time and effort.
2. Second, they are not sure how to do it.
3. Third, even if they knew how to do it, they may not have the skills required to get it done.

While we appreciate the obstacles, we know what it takes to create focus, clarity, and dedication to achieve a true competitive advantage through people.

Conclusion

In summary, because everyone has limited capital and resources, we believe that you will have the best return on investment if you focus on helping people achieve the critical few priorities of the business and on fully implementing solutions before you worry about complicated metrics that are usually based just upon people’s perceptions.

There is little benefit to measuring a "flawed and shallow" implementation. We recommend that you focus, instead, on proper execution before investing in measuring something that has never quite lived up to expectations due to a lack of clear direction and strategic alignment. The far more valuable question becomes "How do you manage and fully execute your training investment to get the results required by your business plan?"

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