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The most common objection

from Senior Executives about

learning initiatives is…

a. Training and

development does not

impact the bottom line.

b. The cost of training is

more than the benefit.

c. Things are fine the way

they are.

d. Something else.

What You’ll Learn:

The five core elements of a

business case:

• Scenario Analysis

• Cause/Effect Analysis

• Linking learning operational

benefits • Key performance indicators

• Risk of the status quo

• Demonstrating Alignment with

Organizational Goals

Anticipating and overcoming the most common objections from your

senior executives

BIZLIBRARY.COM

Organizations with a strong learning culture

significantly outperform their peers…

Innovation

46%

More likely

to be first to market

Productivity

37%

Greater

employee productivity

Time to Market

34%

Better response to customer

needs

Quality

26%

Greater ability to deliver “quality

products”

Skills for the future

58%

More prepared to meet future

demand

Profitability

17%

More likely

to be market share

leaders

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1

2

3

SCENARIO ANALYSIS

4

5

CAUSE/EFFECT ANALYSIS

KPI’S FOR EACH BENEFIT

RISK OF THE STATUS QUO

ALIGN WITH ORGANIZATIONAL GOALS

5 KEY ELEMENTS OF A BUSINESS CASE

In your organization, what are

your biggest challenges with

change…

a. Timing – “this just isn’t a

good time”

b. Budget

c. Lack of senior

leadership support

d. Lack of employee buy-

in or participation

e. Something else

Risk of the Status Quo

• What could happen to the

company's bottom line?

• Could the company lose

customers? Or market share?

• Could some future costs be

avoided if the investment is

made today?

SCENARIO

ANALYSIS

CAUSE/

EFFECT ANALYSIS

KPI’S FOR EACH

BENEFIT

RISK OF THE

STATUS QUO

ALIGN WITH

ORG’S GOALS

It takes all the running you can do, to keep

in the same place.

If you want to get somewhere else, you

must run at least twice as fast as that.

The Red Queen

Through the Looking Glass by Lewis Carroll

Scenario Analysis

• Most likely results

• Best case scenario

• Worst case scenario

SCENARIO

ANALYSIS

CAUSE/

EFFECT ANALYSIS

KPI’S FOR EACH

BENEFIT

RISK OF THE

STATUS QUO

ALIGN WITH

ORG’S GOALS

Cause -

Effect

Analysis

• Your training program

improves the employee’s

ability to do the job.

• That improvement has a

positive impact on the

business.

• That impact results in a

financial benefit to the

company.

SCENARIO

ANALYSIS

CAUSE/

EFFECT ANALYSIS

KPI’S FOR EACH

BENEFIT

RISK OF THE

STATUS QUO

ALIGN WITH

ORG’S GOALS

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EMPLOYEE BENEFITS COMPANY BENEFITS FINANCIAL BENEFITS

Study at your own pace;

employees have the ability to

stop and start courses.

Same training available to all

employees, no matter location.

Reduced costs for travel and

training facilities.

Convenience: Anytime, Anywhere

Access. Courses and online

resources are available to

employees, 24x7.

• Anytime, Anywhere reporting.

• Built in testing and evaluation

capabilities allow managers

to easily run reports

• More customized learning

plans to ensure that they have

mastered difficult concepts.

Reduced time away from the job,

no missed productivity.

Employees can create and

manage their own Learning Plans

Better control over all aspects of

the training experience through

one standard, centralized access

point (registering, approval,

tracking, reporting).

• Hosted services eliminates the

need for installation into a

company network.

• Eliminates the cost for internal

IT support.

Simplified certification process Increase alignment between

employee goals and corporate

objectives.

Employees are able to view a

personal dashboard of courses

assigned to them, view a record

of their transcript of courses

Improved visibility into learning

and performance data.

Business Impact

• Learning to support

organizational agility

• Identify focus areas

• Technology or new

approaches to drive better

agility

• Increase clarity

Cost Justified

VS ROI

• Quality

• Effectiveness

• Job impact

• Business results

BIZLIBRARY.COM

REPORT: VALUE OF TRAINING ON WRITING SKILLS FOR ACCOUNT

REPRESENTATIVES AND CUSTOMER SERVICE REPS

Goal: Reduce turn around time on bug fixes from an average

of 21 days to 10 days.

Value:

The expected value to

be gained is measured

by using the average

revenue lost for each

day the service is down

for customers due to

sloppy or unclear written

explanations of bugs to

the programmers.

$50/day $1,155,000

In six months The average bug eats

revenue while

customers are not

accessing our service at

a rate of $50 per day. In

the last 6 months, 1,100

customers experienced

bugs each taking an

average of 21 days to

fix. 80% of the bugs

required a return of the

written report to the rep

for clarification.

The average

bug.

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Training Costs: Human Resources:

$90,000

Reps: $300,000

Total: $390,000

Impact: Written reports of bugs were shortened and clarified so less than 10% were returned

for rewrites in 6 months after program. Average bug fix reduced from 21 days to 12 days. Total bugs affected 1,210.

Value Added From Improved Performance: 500 reps X $600 days each for access to

online writing courses including time to take

and complete 5 courses each and

successfully complete writing evaluations to

prove increased skills. 2 HR reps needed to

administer program and build writing

evaluations.

TOTAL VALUE GAINED: $544,500 on a $390,000 program.

Other Factors:

Better general communication and cooperation between the programmers and customer facing employees. We also learned that our

customer service employees did not have a deep enough

understanding of the technical side of our service. The enhanced writing

skills helped clarify the knowledge gaps which we filled quickly.

REPORT: VALUE OF TRAINING ON WRITING SKILLS FOR ACCOUNT

REPRESENTATIVES AND CUSTOMER SERVICE REPS

KPI’s For

Each

Benefit

• Identify the KPI for the business

problems you are trying to

solve.

• If this training works, how will

we know it?

• What will improved

performance

• look like, and how will we

know?

SCENARIO

ANALYSIS

CAUSE/

EFFECT ANALYSIS

KPI’S FOR EACH

BENEFIT

RISK OF THE

STATUS QUO

ALIGN WITH

ORG’S GOALS

It doesn’t have to be

complicated…

You have 5,000

customers

Each is worth

$20,000

You increase

customer retention

by 1%

THAT’S $1 MILLION

TIME AWAY

FROM THE JOB

TRAINING COSTS AND CONSIDERATIONS

TRAVEL

EXPENSES The cost of

losing

employees due

to the lack of or

ineffective

training

Goal Alignment

• Organizational Goal:

• Maintain an 85% client

retention rate for 2013.

• Department Goal: Improve

performance in handling of

customer complaints within 90

days.

SCENARIO

ANALYSIS

CAUSE/

EFFECT ANALYSIS

KPI’S FOR EACH

BENEFIT

RISK OF THE

STATUS QUO

ALIGN WITH

ORG’S GOALS

Barriers to

Program

Adoption

• Will employees participate, use

it etc…

• What are the costs? What’s

the value?

• Is the learning initiative

relevant to our business

needs?

Resistance Success Strategies

No Help

• Create an Advisory Committee

• Use a Coach

• Ask Supervisors for support and provide them tools

Communication • Work with your internal learning team to develop strategies for

high-level and end-user communication

Not Enough Time

• Focus on Just-in-time learning: Search and Learn, Job Aids, SkillBriefs

• Deliver kickoff events, Blended Learning, Learning Labs

• Emphasize Time Management courses

• Create Learning in Progress signs

Fear and Anxiety

• Nurture safety and trust with perceived freedom of choice

• Focus on individual needs and help folks to see the benefits of

having online learning available

Not Relevant

• Emphasize on-the-job application

• Understand the goals of others and ask questions: “How can you use this initiative to meet your goals?”

Needs Analysis: Survey Results

Do you feel access to more training would help you perform your job more effectively?

Yes

No

If online training was offered, how many courses would you enroll and complete per year?

1-3 per year

3-6 per year

More than 6 per year

Don’t know

If offered online, would you take advantage of a customized training curriculum specific to your job?

Yes

No

Would you like to see <Company> play a more active role in your professional growth/development?

Yes

No

BIZLIBRARY.COM

Participant materials were useful on the job.

Training expectations were set with the manager prior to

training.

Use of the training was discussed with the manager after the

training.

Adequate resources were provided to apply training on the

job.

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

JOB SUPPORT SURVEY

1. Don’t get stuck on ROI only. Communicate the cost justification and strategic impact of your training

initiatives.

2. Plan and organize. Understand your current situation,

where you want to be and when and how you will

get there.

3. Know the facts and risks back it up with data.

4. Communicate how your plan will benefit the overall organizational goals.

KEY POINTS

BIZLIBRARY.COM

Course Series: How to Know What We Know

Short videos each less than 10 min.

Course Title:

QuickTalks: Rob Kaplan:

Leadership Lesson: You Must

Ask the Right Questions to

Adapt

Target: Leaders at All Levels

BIZLIBRARY.COM

Free trial of the BizLibrary Collection

6,000+ Courses. 25 Topic Areas.

Unlimited Access.

Improve your employees' performance with the

largest and fastest-growing library of on-demand

training videos and eLearning courses today!

BIZLIBRARY.COM

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary