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BEST Boot Camp

BEST Boot Camp. Whipping Your Application into Shape . What are the BEST Awards? . The training profession’s most rigorous and coveted award. Recognizes organizations that use the learning function as a strategic business tool to get results.

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BEST Boot Camp

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  1. BEST Boot Camp Whipping Your Application into Shape

  2. What are the BEST Awards? • The training profession’s most rigorous and coveted award. • Recognizes organizations that use the learning function as a strategic business tool to get results. • Award winners show that they are BEST at Building talent, Enterprise-wide, Supported by the organization’s leaders, fostering a Thorough learning culture.

  3. Why Apply? • Enhances awareness of learning’s business impact • Helps develop a common language around the practice, process, and/or entire learning function • Feedback from outside experts is useful for continuous improvement

  4. Winners’ Benefits • Honored at a ceremony in Washington, D.C. • Connect with peers and share award-winning practices at the Learn From the BEST conference • Be featured in the October issue of T+D magazine

  5. BEST Timeline • March 30 – Application Deadline • April – June – Review process • July – Applicants notified • Early October – Winners honored at the BEST Awards ceremony in Washington, D.C., and present at the annual Learn From the BEST conference.

  6. BEST Application • Covers work done in the current and previous calendar year • Blind review by a panel of three experts • Two-part application

  7. BEST Application: Part 1 • Applicants provide quantitative data by completing the required elements (e.g. expenditures, delivery methods). • Data used – in aggregate – for ASTD’s State of the Industry Report. • Reviewers do not score Part 1 answers.

  8. BEST Application: Part 2 • Applicants provide in-depth information on the scope and role of the trainingfunction, evidence that the enterprise values learning, and the business impact of training efforts. • Answers should be anonymous so that the organization’s name, brands, employees, and customers are not revealed.

  9. Section A: Scope and Role of the TrainingFunction • The best answers address the business issues specific to the organization and contain detailed information about the learning function. • Reviewers do not take anything for granted – don’t assume they know what you’re talking about if it is not explicitly stated.

  10. Evidence that Learning has Value in the Culture • Full descriptions of initiatives include evidence, metrics, and the business impact. • Address the question that isn’t asked – Is there anything else to which the business impact could be attributed?

  11. Evidence of a Link Between Learning and the Performance of the Enterprise • Alignment: • Discussion of how the enterprise links learning to individual and organizational performance. • In-depth discussion of how decisions are made.

  12. Evidence of a Link Between Learning and the Performance of the Enterprise • Effectiveness: • Starting and ending measures should be included, along with detailed metrics. • Different examples are required for maximum points.

  13. Evidence of a Link Between Learning and the Performance of the Enterprise • Efficiency: • Solid metrics include improvements in: • Cost per hour delivered • Cost per person trained • Cost per finished unit of instruction • Reduced cycle time for a process, • Reduced errors and rework • Increased numbers of projects managed per staff person.

  14. Evidence of a Link Between Learning and the Performance of the Enterprise • Weak measures: • Everybody said they liked it. • Enrollment increased. • The people who wanted the initiative expressed satisfaction. This usually includes VIP testimonials. • Improved satisfaction survey results.

  15. Evidence of a Link Between Learning and the Performance of the Enterprise • Strong metrics: • Existing business measures, especially if expressed in dollars. • Measures invented by the learning department – as long as a clear explanation is included. • Reported changes in behavior through self-report assessments or even better, reports from supervisors.

  16. Evidence of a Link Between Learning and the Performance of the Enterprise • Integrated Talent Management • ASTD’s definition: an organizational approach to leading people by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals. • Overall focus should be on integrating and aligning all the components with key goals and strategies of the organization.

  17. Tips and Techniques – Where to Begin • Decide to participate! • Assign a Project Manager • Brainstorm Learning Stories • Kick off the Project

  18. Tips and Techniques – Drafting the Application • Document required data • Complete a working draft • Edit, edit, edit

  19. Tips and Techniques – After Submission • Meet with team to discuss the process • Use reviewer feedback to make improvements • Begin documenting learning stories for next year’s application

  20. Save the Date • March 30 – Application deadline • Access the application at www.astd.org

  21. Questions? Contact Melissa Washingtonmwashington@astd.org or Kristen Fyfe at kfyfe@astd.org

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