Monday, June 1, 2020

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A former co-worker of Wendy’s used to say, “If you don’t have time to do it right, when will you have time to do it over?” Most of us are so busy that it’s difficult to be systematic about good program design and execution.

If you have followed the advice in this quick tip series and planned your training program with on-the-job application in mind, your post-program activities are already in place for you.

Ideally, you have already set up automated follow-up and reminders that will go out in a planned sequence:

Follow-Up for Managers

  • Discuss the training with their direct reports soon after they return, and set up goals and check points 
  • Activate coaching or any other post-program involvement to which they committed
  • Survey or interview to ask them how their direct reports are performing

Follow-Up for Program Participants

  • Reminders and refreshers regarding their critical behaviors
  • Survey or interview to find out to what degree they are performing the critical behaviors, and any preliminary results they are seeing

Follow-Up for Training Professionals (Yourself)

  • Reminders to conduct periodic check-ins with training participants and their managers via email, phone and in person when possible to ask them how things are going
  • Reminder to review survey data from managers and participants to see if application and preliminary results are on target
  • Reminder to share findings with participants, managers and key stakeholders so they are apprised of program progress and next steps

Automated reminders and surveys make it easy to continually follow up on performance even if you have moved on to the next initiative. They supplement the efforts that we have ideally already put on our calendar, such as in-person or telephone check-ins with participants and managers to see how they are doing.

As you gather information about performance and preliminary results, use it to make adjustments to the follow-up and future programs. Changes to the plan are normal and to be expected. In fact, one of our gold level certified professionals said that she gained more trust from her stakeholders by sharing what didn’t work and what they did to fix it.

Next week, we will provide an example of a chain of evidence showing the organizational value of training.


Additional Resources


Other quick tips in this series

Kirkpatrick Four Levels® Evaluation Certification Program

Kirkpatrick Four Levels® Evaluation Certificate Program

The Brunei Window Washer: Bringing Business Partnership to Life (book)

Getting to Kirkpatrick Levels 3 and 4 (recorded webinar)

Getting to Kirkpatrick Levels 3 and 4 (keynote)

Igniting the Inner Fire: Kirkpatrick® Levels 3 and 4 (workshop)

Training on Trial (book)

Training on Trial (workshop)
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