If L&D can’t influence or change behaviour, then we need to ask ourselves “What are we for?” Similarly, if we can’t measure whether behaviour change has occurred then our position should be precarious. In this episode, Laura Paramoure tackles this topic head-on to make it measuring behaviour change accessible and attainable. KEY TAKEAWAYS Giving knowledge to an employee doesn't make any difference unless they apply it in their job. Learning courses are instruments for change. The established measures of learning - attendance, completion, and satisfaction are not sufficient. Measurement needs to be built into the learning. Think of behaviours as standards you want people to meet, so you can measure the level of change. Before designing a course, check if people already have that skill or not. Often, they will but may not know how to apply it. In that case, bridging the application gap is what your course needs to address. Behaviour change has to be measured on the job. Tell people that you will be measuring the impact of the course and will be doing so repeatedly and share that data with them. You must have firm data to use. Labour shortages mean L&D is needed more than ever, but you´ll only keep your job if you can demonstrate that your learning courses are effective. BEST MOMENTS 'It's very important for L&D to understand that behaviour change is the goal. Without this, nothing changes ' 'The before-state and after-state verify our instructional design.' 'They can argue with you all day long, but they cannot argue with the data.' 'It's really simple, but we've not held ourselves accountable for doing it.' Laura Paramoure Bio Laura Paramoure, EdD, has 25 years of experience in performance improvement, training design, and evaluation. She is the author of ROI by Design™ (2014) and a featured speaker on the topic of return on investment for training organizations. Her private sector experience includes Director of Training and Development with Parata Systems where she was responsible for the establishment and deployment of both domestic and international training. She is currently the CEO of eParamus, a company which helps organizations of all types and sizes optimize and verify the impact of their training programs. You can follow and connect with Laura via: LinkedIn: https://www.linkedin.com/in/laura-paramoure/ Website: https://www.eparamus.com VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/   This show was brought to you by Progressive Media