New Year, Measurable Growth: Hoping vs Wishing

January is the time of year when we are filled with energy, hope and of course………. the promise that our resolutions will deliver great results in the year ahead.

As we usher in a new year, the symbolic transition from one chapter to another, much like the energetic burst that accompanies the countdown to midnight, resolutions represent a collective surge of optimism—a commitment to harnessing our inner reservoirs of strength and determination. In setting resolutions, we tap into the boundless potential within ourselves, channeling the energy of renewal and growth. We hope that the resolutions we make and goals we set are the vehicles that will take us to new heights but….

Did you know that Hope is not defined as an emotion? Recently I came across an interesting article about hope where Dr. Chan Hellman, Founding Director of The Hope Research Center, claims that hope is actually a mental state that can be learned and it only has a few ingredients:

• Goals (do we understand our desired outcome?)
• Pathways (do we have a way to get there?)
• Autonomy (do we have some sense that we can influence the outcome?)

So, what do you hope to achieve in 2024? As we step into this fresh chapter, it’s the perfect time to reflect on the growth and development strategies of our teams through 2023. Did we achieve the people and team performance goals we were hoping for?

This month let’s focus on measuring the Return on Investment (ROI) within the 70-20-10 model, a crucial aspect of learning and development initiatives. Just like a new year’s resolution, the effectiveness of a learning strategy isn’t just in its adoption, but in its measurable outcomes. How do we gauge the impact of our efforts in experiential learning, social learning, and formal training? How do we quantify the value these experiences bring to our organisations and employees?

The key lies in setting clear objectives, employing effective assessment tools, and tracking progress meticulously. From increased productivity to improved employee engagement, the metrics to evaluate ROI in the 70-20-10 model are varied and invaluable.  Just as resolutions signify our commitment to growth, understanding the impact of learning through this model becomes a strategic key to transformative progress in the coming year.

Are you ready to assess and enhance the ROI of your learning and development journey? Click [here] to access our Learning Journey Planner, a comprehensive tool designed to help you track and measure the effectiveness of your 70-20-10 approach throughout the year.

Don’t allow your hope to become a wish.

Join us next month as we explore building your organisation’s learning culture – a key pillar in making the most of the 70-20-10 model.

Wishing you a prosperous and insightful year.

Kind Regards

Mark Janse Van Rensburg
Managing Director