For training and enablement

Find out whether the training changed anything

Most training is evaluated by asking people whether they enjoyed it. SPECTRIA measures how somebody comes across before the course and after it, on the same four channels and the same scale, so the change is a number rather than an impression.

A person alone in a meeting room, rehearsing to empty chairs, one hand mid-gesture.

A feedback form measures the room, not the work

Everyone rates the trainer highly and goes back to the desk. Six weeks later nobody can say whether the pitch got clearer, whether the pauses stopped being filled, or whether the money bought anything at all, because nothing was measured before, so there is nothing to compare against.

01

Record a baseline

Sixty seconds of the thing the training is meant to improve, a pitch, an update, an explanation. Before the course, not after it. This is the only step that has to happen at a particular time.

02

Run the training

SPECTRIA has no opinion about the course. It is not a curriculum and it does not grade the trainer; it measures the delivery on either side of whatever you choose to run.

03

Record the same thing again

Same task, same length, a few weeks later, long enough for a habit rather than a memory. Like-for-like matters: a comparison is only honest when both recordings measured the same four channels.

04

Read the distance

Five dimensions, each with a before and an after, and the one that moved most. A dimension that did not move is as useful as one that did, it tells you what the course did not touch.

What you end up with

A comparison you can put in front of the person who signed the invoice, in language that does not need the vendor in the room to explain it.

  • A before and after for each of the five dimensions, on the same scale.
  • The distance between the team and its own strongest communicator, measured before and after the course.
  • A per-person view for the person themselves, and aggregates for everybody else, never a ranking.
  • Every number traceable to what was counted: words, pauses, pitch range, gesture, and the rest.
Two groups of five bars labelled BEFORE and AFTER, the second group taller.
Illustrative. The bar heights are drawn, not measured, your own numbers replace them.

What this will not tell you

The honest limits, because a training evaluation that overstates itself is worse than none, it survives exactly until somebody senior asks a hard question about it.

  • It does not prove the training caused the change. People also improve because they practised, changed team, or had a good week. What it gives you is a measurement where you previously had a survey.
  • It does not evaluate the trainer. It measures the people who attended, and only the delivery they agreed to record.
  • Team figures need at least four people with analyses, and are withheld entirely below that, so a small cohort gets individual results and no group number.
  • It is not used for hiring, firing, promotion or any assessment of a person. It measures how a message came across, and that is all it measures.
See how it measures

Four channels, five dimensions, and what each one counts.