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ROI Institute has developed a 10 easy steps for evaluating and measuring the value of coaching initiatives; the collective is called “ROI Methodology.” The ROI Methodology is the most widely used process to account for non-capital investments, but, more importantly, it is an approach to accountability through which program owners gather data that can be used to improve their processes as well. The 10 steps are as follow:

In innumerable conversations I’ve had with people interested in employee wellbeing, there’s one question that comes up time and again...

Why hasn’t wellbeing captured the boardroom?

Why, they ask, hasn’t it made the breakthrough as effectively as employee engagement? Instead it appears to be stuck in HR, something soft and cuddly, nice to have - but not taken very seriously by more hardnosed parts of the business.

The argument really ought to be over, they say; after all, the data is there - the positive impact on engagement, the links to performance and productivity, ROI  – so why aren’t business leaders listening?

Earlier this month, we took part in a Twitter chat run by HRZone, the subject was 'Can you really prove training ROI?'.
 

We were one of around 15 particpants during the Q&A, and as well as the answers to the questions, there was also a lot of interesting conversation around attitudes to training, challenges for L&D teams, and even how the terms we use can hold us back.

You can catch up on the full discussion here, but we thought we'd pick out a few of our favourite soundbites from the chat and see what you all think too.