Could You Be Replaced By An App? – Part 6
Kirkpatrick Quick Tip Vol. 2 #25
Missed Parts 1-5? Read them here
The training is complete and participants have returned to their jobs.
Do you let out a sigh of relief and turn your attention to the next training class? No! Training is the beginning, not the end.
After training, it’s time to ensure that the required drivers that you and your stakeholders agreed upon during the planning phase get activated.
Required drivers are the processes and systems that monitor, reinforce, encourage and reward performance of critical behaviors on the job. These are things that drive home that the skills taught in training need to be performed on the job.
Think of required drivers as the lights, signs and guard rails on the bridge. They show the right path, and are there to actually keep people on track if they start to go astray.
Examples of required drivers that you and your stakeholders can agree to implement include:
- Job aids
- Refreshers (on demand, or scheduled)
- Coaching
- Mentoring
- Recognition and rewards for demonstrating the right behaviors
- Interviews and focus groups to discuss on-the-job performance
A strong Level 3 plan including clearly defined critical behaviors and a thoughtfully selected group of required drivers is one of the biggest determinants of program success, and ultimate accomplishment of high level goals.
Like a civil engineer, make sure your plan sees everyone successfully across the bridge and to their destination.
We hope you enjoyed this quick tip series, and we would like to hear from you as to how you are implementing the ideas. Please click below to post a comment.
Additional resources:
Kirkpatrick Four Levels™ Evaluation Certificate Program
Kirkpatrick Four Levels™ Evaluation Certification Program
The Brunei Window Washer: Bringing Business Partnership to Life
Training on Trial
Transferring Learning to Behavior
