Sometimes the value of your work, the projects you undertake, or the initiatives you tackle is unclear. In this era of evidence-based inquiry, value needs to be complete, accurate, credible, and compelling. However, when asked to show the value of a project or program, many individuals do not have a systematic approach to achieving success, measuring that success, or reporting that success. Figure 1 shows the traditional approach to this dilemma compared to the Show the Value Approach.
|Delivering and Measuring Success|
|Traditional Approach||Show the Value Approach|
Figure 1. Delivering and Measuring Success. Source: ROI Institute.
Too often, the profile outlined in the traditional approach is what individuals do, causing the project or initiative to fail. Alternatively, following the Show the Value approach guarantees success, creating a sustainable and repeatable process for future projects.
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Show the Value of What You Do: Measuring and Achieving Success in Any Endeavor
The Show the Value Process is a simplified version of the ROI Methodology, comprising six steps:
- Why? Start with Impact
- How? Select the Right Solution
- What? Expect Success with Objectives
- How Much? Collect Data Along the Way
- What’s It Worth? Analyze the Data
- So What? Leverage the Results
This process will help you design for, deliver, and measure success. It is logical, credible, and easy to use. With this in mind, implementing the Show the Value Process will have three meaningful outcomes.
- It will change your approach. As mentioned above, this process will change your mindset on defining and achieving success and improving future results, as you will never view success again using the traditional paradigm.
- Your projects will be more successful. The most significant outcome will be achieving the success of your personal or professional projects or initiatives. Just measuring the value helps you to achieve more value.
- You, your work, and your organization will benefit. As you measure success, report outcomes to appropriate audiences, and make improvements, you will find that these projects’ results will help you, your organization, and your community.
This process helps ensure you keep your work relevant, your career on track, and your organization or community healthy. It will help ensure you allocate resources to the most significant value areas.
Written by: Patti P. Phillips, Ph.D., and Jack J. Phillips, Ph.D.
Patti P. Phillips, Ph.D., is the CEO of ROI Institute, Inc., the leading source of ROI competency building, implementation support, networking, and research. Patti helps organizations implement the ROI Methodology® in more than 70 countries around the world. Since 1997, Patti has been a driving force in the global adoption of the ROI Methodology and the use of measurement and evaluation to drive organization change. Her work as an educator, researcher, consultant, and coach supports practitioners as they develop their own expertise in an effort to help organizations and communities thrive. Her work spans private sector, public sector, nonprofit, and nongovernmental organizations.
Patti serves as a member of the Board of Trustees of the United Nations Institute for Training and Research (UNITAR). She serves as chair of the Institute for Corporate Productivity (i4cp) People Analytics Board; Principal Research Fellow for The Conference Board; board member of the International Federation for Training and Development Organizations (IFTDO); board chair for the Center for Talent Reporting (CTR); and is an Association for Talent Development (ATD) Certification Institute Fellow. Patti also serves on the faculty of the UN System Staff College in Turin, Italy. Her work has been featured on CNBC, Euronews, and in more than a dozen business journals.
Patti, along with her husband Jack J. Phillips, contributes to a variety of journals and has authored or co-authored 50 books on the subject of measurement, evaluation, analytics, and ROI. Patti’s book, The Bottomline on ROI, which is now in its third edition, won International Society for Performance Improvement’s Award of Excellence for Outstanding Communication. In 2019, she and Jack received the Distinguished Contributor Award from the Center for Talent Reporting for their contribution to the measurement and management of human capital. Additionally, the Thinkers50 organization recognized Patti and Jack as two of the initial Top 50 World Leaders in Coaching in November 2019. They were also listed as top finalists for the Marshall Goldsmith Distinguished Achievement Award in Coaching.
Patti Phillips can be reached at firstname.lastname@example.org
Dr. Jack J. Phillips, chairman of the ROI Institute, is a world-renowned expert on accountability, measurement, and evaluation. Phillips provides consulting services for Fortune 500 companies and major global organizations. The author or editor of more than 75 books, he conducts workshops and presents at conferences throughout the world.
Phillips has received several awards for his books and work. The Society for Human Resource Management presented him an award for one of his books and honored a Phillips ROI study with its highest award for creativity. The American Society for Training and Development gave him its highest award, Distinguished Contribution to Workplace Learning and Development, for his work on ROI. Jack and his wife Patti Phillips were the first recipients of the Center for Talent Reporting’s Distinguished Contributor Award. This award recognized their outstanding and significant contributions in the measurement and management of human capital. In November 2019, Jack and Patti were named two of the top 50 coaches in the world by the Thinkers 50 organization. In addition, they were named finalists for the Marshall Goldsmith Distinguished Achievement Award for Coaching. Jack’s work has been featured in the Wall Street Journal, BusinessWeek, and Fortune magazine. He has been interviewed by several television programs, including CNN.
He has served on the boards of several businesses and nonprofits and associations, including the American Society for Training and Development, the National Management Association, and the International Society for Performance Improvement, where he served as president (2012 – 2013). For over two decades, Phillips has served as a board member (or chair of the board) for Glenwood Autism and Behavioral Health Center. In this capacity, he has helped to develop Glenwood into a regional center to support children and adults on the autism spectrum.
One of my lessons is : Who – need to give their buyin.
I checked off all of:
Why? Start with Impact
How? Select the Right Solution
What? Expect Success with Objectives
How Much? Collect Data Along the Way
What’s It Worth? Analyze the Data
So What? Leverage the Results
but it was not acknowledged because some of the stakeholders were not on board.
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