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Story Telling with Learning Data
Talent Analytics Trends Meeting December 2, 2014
The Work Institute

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Agenda Story Telling with Learning Data—Presentation
Story Telling Activity
Triads: Story Teller, Audience, Coach
Webinar Topics

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Story Telling: Movies
 Anyone a movie buff?
 Baseball movies?
 Kevin Costner baseball movies?  Famous line from each?

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Story Telling
 There are many stories
 But according to some, there are
only 10 plots in fiction
 What plots do you know?
 Some of those plots are:
 Cinderella—under-regarded, downtrodden
overlooked boy or girl overcomes all odds
and comes out transformed the winner (Sam
Witwicky in Transformers; Luke Skywalker)
 Romeo & Juliet —boy meets girl, boy loses
girl, boy finds girl—happy ending = Rom
Com; tragic ending = Shakespeare
 Achilles—The fatal flaw; the most powerful
hero is brought low by his weakness
 Beauty & the Beast —Little Red Riding Hood
in reverse—the ugly monster is transformed
 Reference
http://www.docstoc.com/docs/69309695/THE
-ONLY-TEN-PLOTS-IN-THE-WORLD

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 The Quest for the Holy Grail
 Every story begins with the conscious realization that something is absent
− Freedom
− Love
− Power
− Skill / Knowledge / Enlightenment
There is only ONE plot
Every Indiana Jones
Moneyball
The Lego Movie

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Our Plot: The Search for the Holy Grail
 What is missing?
− Information about the impact of training on business outcomes
 What must be done to fill the void?
− Gather, analyze and report data—turn data into information
 What happens at the end of the movie?
− The award winning report allows leaders to make data-driven decisions

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Our Plot: The Search for the Holy Grail
 What is missing?
− Information about the impact of training on business outcomes
 What must be done to fill the void?
− Gather, analyze and report data—turn data into information
 What happens at the end of the movie?
− The award winning report allows leaders to make data-driven decisions

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What are Executives Interested in Knowing?
Source: How Executives View Learning Metrics by Patti and Jack Phillips, CLO Magazine, Dec 2010
Ranked Importance to
Exec’s
Measure Learning
Evaluation Level
Example Currently Measured
1 Impact 4 “The Accel project contributed 20% to our reduction in error
rates this fiscal.”
8%
2 Value 5 “Within one year, the East program will achieve a 2:1
benefit-cost ratio.”
4%
3 Awards 0 “Our learning program won an award from Chief Learning
Officer magazine.”
40%
4 Application 3 “78% are applying their new skills to their jobs” 11%
5 Learning 2 “92% of participants increased their skills” 32%
6 Activity 0 “Last year 7,800 employees participated in our learning
programs”
94%
7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%
8 Reaction 1 “Employees rated our training very high with an average of
4.5 on a 5 point scale”
53%

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What are Executives Actually Get
Source: How Executives View Learning Metrics by Patti and Jack Phillips, CLO Magazine, Dec 2010
Ranked Importance to
Exec’s
Measure Learning
Evaluation Level
Example Currently Measured
1 Impact 4 “The Accel project contributed 20% to our reduction in error
rates this fiscal.”
8%
2 Value 5 “Within one year, the East program will achieve a 2:1
benefit-cost ratio.”
4%
3 Awards 0 “Our learning program won an award from Chief Learning
Officer magazine.”
40%
4 Application 3 “78% are applying their new skills to their jobs” 11%
5 Learning 2 “92% of participants increased their skills” 32%
6 Activity 0 “Last year 7,800 employees participated in our learning
programs”
94%
7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%
8 Reaction 1 “Employees rated our training very high with an average of
4.5 on a 5 point scale”
53%

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Another view….think data visualization
0%
20%
40%
60%
80%
100%
Activity Cost Reaction Learning Application Impact ROI Awards
We current measure this We should measure thisWe currently measure this We should measure this

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Case Study—Story and Visualization
 Arthur Andersen, LLC (former accounting firm) wanted to know whether an
Executive Onboarding program was a worthwhile investment.
 The following case study tells a story to answer the question
 Note the Infographic at the end which summarizes the results

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Evaluation Design

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Results: Tables vs. Graphs
A Table vs. A Graph
The table shows the entire data set at
one point in time.
A Table vs. A Graph
The graph shows every day over two years
Reporting tip: Know your audience

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Visual Variations Provide Insight
Use additional markings and notations to emphasize differences
and draw out the meaningful information

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Impact
Each day = billable time = revenue
250 days gained due to training

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Monetizing Outcomes
$80M ROI

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Infographic Summary
1 2 3
Three days of training
Leads to… 1 2 3 250
250 extra days of employment
$1M
invested
$21M
returned
ROI of 21 : 1
20%
80%
No Training
Turnover Retention
5%
95%
Training
Turnover Retention
5% turnover vs. 20% turnover

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Summary: Story Telling & Visualization
Story Telling
 Tell a dynamic story, not a “We collected
data, analyzed it, and here are the
results” story
 There are only a few plots; select yours
 Tell the story with visuals at the right level
for with a targeted message to the
audience
 Leave the audience with one memorable
line (ROI of 21:1 or Decrease Scrap &
Increase Performance)
Visualization
 Use graphic representations when
possible
 Make sure they are simple & clear
 Use variations to help tell the story
(e.g., variations on survival curves)
 Create Infographics to summarize the
story in one slide

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Activity
 Break into triads
 Quickly assign roles:
− Story teller
− Audience (e.g., training manager, HR Director, CEO, etc.)
− Observer / Coach
 Tell a story and give feedback
 Rotate roles so everyone gets to tell a story

John R. Mattox, II, Ph.D.
Senior Measurement Consultant
615 714 7299
jmattox@executiveboard.com

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