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Psychometrics is broadly defined as the theory and technique of measurement.
We use these tools to measure how widely changes are being adopted within a system.
Herein is a collection of steps required to measure change, beginning with identifying what needs to be changed.
See Just Culture and Nursing Leadership for some examples of my work in effective change.
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See also: Formative and Summative Assessments, and programming Processes and Tools
- What needs to change?
The first step in measuring change is to identify what is being changed. Here are aspects to record with two examples resembling projects I have worked on.
What are the problems? What needs to change?
Complaints about out workplace culture
We need to diversify our workforce
How can these problems be quantified?
Five sexual harassment cases filed in two years
Only 5% employees categorized as racial minorities
What are the current projects that contribute to positive change? Record anything quantifiable.
One sexual harassment training per year
Implementing one inclusion/belonging activity per month, such as coloring competitions for the holidays
2. Efforts towards change
2. Efforts towards change
The second step is to keep track of all efforts put towards those positive changes. Maybe these cannot be quantified, rather they are aspects that can be put into larger efforts, such as system-wide training.
Some projects succeeded because of:
Tenacity in communication
Improved or more frequent training
Increased collaboration:
"It's working fine, but how do others do it?"
Encourage teams of various sorts
Implement activities such as Case Study reviews
Focus on problem-solving: "Is there anything else that's better?"
3. How do we figure out what to change?
3. How do we figure out what to change?
The problems identified
Climate surveys
Culture surveys
Additional training modules with quizzes
"Walk Abouts:" Gather information randomly from frontline employees
4. Principles for Implementation and Training
4. Principles for Implementation and Training
- Give grace while learning
We learn to speak, act, and treat others through diverse walks of life. Be compassionate about those diverse backgrounds.
- Be Explicit
Training is meant to provide explicit expectations and instructions on how you want your company to function. After giving grace, provide clear paths for moving forward.
- Refer to values, mission, and vision
Focus on your company's methods for success and how and why you want to get there. If your values are not worth referring to, then rewrite them.
- Provide encouragement
One of the company values should be its employees. Provide recognition for the hard work and competence of your employees such that they value the changes you're trying to implement, and are agents of change themselves.
5. Implementation
5. Implementation
Ideas for Implementation based on the two examples used herein:
Workplace culture
Improved (not necessarily more frequent, but different) training on sexual harassment and appropriate forms of play
Increased inclusion/belonging activities
Create a workforce team or committee to come up with their own ideas
Increasing workforce diversity
Improve or increase recruiting
Cultural awareness and programming, such as a winter holiday bazaar
ABAR training - explicitly addressing racism to improve belonging and retention
Create workforce teams based on culture to come up with their own ideas
6. What is being measured: aspects of adoption
6. What is being measured: aspects of adoption
- Content
Any system can have a classroom, which needs to define and utilize the following.
Knowledge: content is measured by Curriculum Standards, for example.
Formative Assessments: Identify what students know to adjust education in real-time
Summative Assessments: Identify what students know for adjusting on a bigger scale (lessons or units), and providing remediation or challenges.
See Assessments
2. Behavior
2. Behavior
Look back to the problems that you're trying to change and develop methods for measuring any changes, as examples:
Are more employees participating in the inclusion/belonging activities?
Are there fewer complaints of sexual harassment?
Is there an increase in retention or is recruitment better? What is the percentage of employees categorized as racial minorities?
What changes are there to the cultural/climate surveys?
7. Theories of Adoption
7. Theories of Adoption
In order to measure adoption as a whole, we look through lenses that describe theories of how changes are adopted in systems. One common name is Change and acceptance theories. One common model is called the Concern-Based Adoption Model (C-BAM) that utilizes the Stages of Concerns Questionnaire (SOCq)
8. How do we measure adoption as a whole?
8. How do we measure adoption as a whole?
Climate surveys
Culture surveys
Additional training modules with quizzes
Stages of Concerns Questionnaire (SOCq) from C-BAM (above)
Any other quantifiable data that we collected before implementation
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