HOW WE WORK

Insights Approach

There isn’t a ‘one size fits all’ approach to learning or learner insights.

Valuable insights demand far more than a method, data or platform. An illuminating research design boasts a robust architecture to ensure your insights make a difference.

 

 

Seven things that guide our approach

 

1. Onions

Yep, you read that right. Like an onion, research design must have many layers to form a wholesome design! It’s important to mention this, as folk often overly focus on techniques and instruments but overlook other vital aspects. Instead, we think broader — research philosophy (e.g., “How does this work?”), research approach (e.g., inductive, deductive or, like Sherlock Holmes, abductive), methodology, strategy, time horizon, and yes, methods, tools, and data analysis techniques. Stay tuned, as we’ll share more onion stuff shortly.

 

2. Prove & Improve

L&D plays a hugely important role in any organisation—learning drives value. Given this importance, we must use analytics as a robust means to prove and improve. Let’s imagine you measure leadership. To prove anything, e.g., different dimensions of leadership, you’ll need valid and reliable metrics across various dimensions. Once benchmarked, you can then focus on measuring improvements as a result of, let’s say, a coaching programme. And we come back full circle. You’ll have to prove those improvements. And so on. Why? If there’s no proof, there’s no value.

 

3. Explainability

We can’t improve our L&D activities unless we know what’s working and what’s not. Yet, as mind-blowing as AI is, it still fails to open the so-called black box. Where possible, we tend to triangulate methods to understand what’s really going on, as we’ll have a far better chance of improving your L&D impact and value creation.

 

4. Interscalar

Impact and value creation can work at any level. Therefore, so do we—individual, team, business function, organisation or learning experience, program, pathway, etc.

 

5. Agility

Many now adopt learning analytics but rarely reach the impact and value measurement stages. Our agile approach will get you where you need to be the faster, smarter, better way.

 

6. Context

Context matters. Obvious, right? But context often gets lost when it comes to predictive modelling—many still seek universal answers, e.g., “What causes a toxic workplace?”. So, wherever possible, we’ll first look for context cues—character, situational, economic, geographic, cultural, etc—and then work with predictions (to avoid putting the horse before the cart). Dealing with context brings two advantages. First, it explains more variance. Second, it allows for greater personalisation and customisation.

 

7. Emergence

Learning impact is emergent—triggered and generated across the entire L&D lifecycle. This means we leave no stone unturned in seeking to measure, generate and increase the impact and value of your L&D activities.

 

 

Research Toolbox

Learning analytics demands a mixed, adaptive toolbox that’s grounded in reality.

Below is a sample of strategic research methods we use to probe a wide range of insightful questions.

  • Experimental designs
  • eXperience API observations
  • Social media analytics
  • Simulations
  • Employee segmentation
  • Projective techniques
  • In-depth interviewing
  • Annual and pulse surveys
  • Scenario testing
  • Netnographic observations
  • Learner journey mapping
  • Experience sampling
  • Psychometrics
  • Course evaluations
  • Predictive modelling
  • Learner persona development
  • Training needs analysis

 

Project Inspiration

 

To spark your imagination, below is a tiny sample of projects we could work together on…

 

  • Gathering or harnessing the employee voice to evidence learning impact.
  • Identifying skills gaps currently holding back organisational transformation.
  • Optimising training to gain a competitive edge. 
  • Putting in place an impactful insights strategy.
  • Connecting the dots between L&D and business results.
  • Investigating the broad impacts of learning on ESG. 
  • Creating a ‘theory of change’ to increase the likelihood your learning intervention actually works.
  • Constructing an insightful survey to inform, in part, learner persona development.

Let's Chat

Book a down-to-earth, risk-free call with Nicola, our Founder and CEO, to discuss your learning analytics needs. We’d love to hear from you.

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