In their article “Intangibles and Talent Development” Jack J. Phillips and Patti P. Phillips explain that it is possible to measure intangibles. They define intangibles as measures that cannot be converted to money credibly with a reasonable amount of resources. Most intangibles are perceptions, such as measures of customer satisfaction, job engagement and job satisfaction.
They indicate that teamwork, stress, communication, trust and other intangible measures “can easily be connected to a talent development program by following seven easy steps.”
Seven Steps to Measure Intangibles
Step 1: Identify the intangibles that are most likely to be connected to the training program.
As an example, some of the intangibles in a team building program might be:
- teamwork,
- interpersonal communication,
- decision making,
- meeting management, and
- conflict management.
Step 2: Design the training program to influence these measures.
Furthermore, be sure to tell the participants of these expected outcomes.
Step 3: Develop a data collection questionnaire.
It should list the intangible measures on the left and provide 5 rating options on the right, from:
- 1. No influence,
- 2. Some influence,
- 3. Moderate influence,
- 4. Significant influence and
- 5. Very significant influence.
Direct the participants to indicate the extent to which the program has influenced the listed measures.
Step 4: Collect the data
Next, give the questionnaire to program participants about two months after program completion.
Step 5: Check that the data collection is completed in a nonthreatening and nonbiased way.
Step 6: Decide what the minimum participant response needs to be.
Finally, decide how to conclude if the program had an influence (possibly 3 or higher). In addition, identify what percentage of participants must connect the program to an intangible at that level (possibly 20%).
Step 7: Present the data in a chart showing the intangibles connected to the program.
I find this fascinating. It never occurred to me that we can measure intangibles. How about you?
May your learning be sweet.
Deborah
