Wednesday, November 13, 2019

Training That Produces Results – A Conversation With Jim Kirkpatrick

Have you ever had an amazing idea for your company that you were not able to implement on your own? You decided to bring someone in to train the people on this new initiative, and you were just positive that this was going to absolutely revolutionize the way that you did business.

In your head, people on your team were going to participate in this training, and at the end, they were all going to be cheering and excited about all the new information they received. Everyone would go back to work and be more productive and happy to work for such an amazing company that provides such cutting edge training.

Okay, it wasn’t quite like what you imagined, but the employees did become more productive and energized for the first couple of months. Old habits are hard to break, and even though it may have been a good training program, the long-term effectiveness wasn’t as good, because things went back to the way they were.

It happens to companies of all types. Whether it be from a company’s internal training department, or an outsourced coach or trainer, a team needs to be trained in new ways of doing things when your company is moving in a new direction. What companies often fail to do is find ways to set up processes and systems to support training graduates on the job, during the critical time period when they are implementing what they learned.

Steps should be put in place to make sure that the on-the-job behavior actually changes, and there are results that can be observed, measured and reported. This important differentiator is Kirkpatrick Level 3.

In this Employer Blueprint podcast episode, Jim Kirkpatrick shares the methods for creating training effectiveness with Kyle Gorman.

Inspired to learn more? We recommend the following programs and resources:

Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level

Kirkpatrick's Four Levels of Training Evaluation

Transferring Learning to Behavior

Simplify Evaluation article in Talent Development Magazine

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Comments

# Benjamin Lasky
Tuesday, October 8, 2019 8:15 AM
I couldn't agree more. Often times, I included, the attendees will be energetic during and immediately after a training session. Ready to take on the world! Unfortunately, that energy doesn't last and a few weeks later everyone is back to their old habits. This is where the New World Model helps to direct organizations in the right direction. Required Drivers are a necessary step to benefit the long-term success of the training. The implementation of processes and systems that will ensure encouragement and rewards is that missing factor that can help keep the energy levels high well after the training has been completed!
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