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Entries for June 2016

One of the most common questions we hear at Kirkpatrick Partners is, "How do I get to Levels 3 and 4?" We are glad people are asking this crucial question because training really has no value unless it's applied on the job and subsequently contributes to organizational results.

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Formaeva, our Kirkpatrick affiliate in France, recently hosted a public Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level

Click here to see photos of participants in pursuit of their Kirkpatrick bronze certifications. 

Interested in earning your bronze level certification, too? Click here for our schedule of upcoming programs.

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Marta Wilmoth, the recipient of the 2015 ATD Don Kirkpatrick Scholarship, has earned her bronze level certification and is implementing what she learned.  Here she explains how she identified the missing link in her organization's evaluation strategy and provides tips that can help you do the same.

Read on to learn about Marta's project and how she is climbing to the "top of the mountain."

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Our affiliate in Australia, GMD Partnerships, just finished hosting a Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level in Canberra, Australia.

This was also the first affiliate program to use our new book Kirkpatrick's Four Levels of Training Evaluation. The book currently is only available through our public programs, but it will be released publicly in October 2016. 


Click here to see the photos of the participants. 

Interested in earning your bronze level certification, too? Click here to view a full list of upcoming programs.

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​Back from a busy week at ATD 2016 in Denver, I am reflecting on the experience and thinking, "How are we really doing in terms of showing the value of our training to stakeholders?" Here are my impressions, combined with data from a recently released report. 

On the positive side, there is tremendous interest in showing the business or organizational value of training. Hundreds of people attended the Kirkpatrick concurrent sessions to learn about how to "get to Kirkpatrick Levels 3 and 4" and how to build a better reaction sheet. Participation was lively; these topics clearly resonate with training professionals. 

Many people approached me and shared that they have only really accomplished evaluation at Levels 1 and 2; their goal is Levels 3 and 4. Karen, a training manager for a large U.S. corporation, said, "This is the year when I am going to get beyond training. We have selected a pilot program and we are working with supervisors to build a performance support plan. We split up the workload so that we each have to do a little bit to encourage the training graduates to use the new system, which will be installed in August. The usage rates and key metrics will be reported on a dashboard that everyone can view on the company intranet site. I am so excited that we are finally doing this!"

But how are we REALLY doing?


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Between two presentations, a Community Express session and the soft launch of their new book, Jim and Wendy had a fun and productive time at the ATD 2016 conference last month.

Click here to see their photos from the conference.

Are you interested in other events where you can catch up with Jim and Wendy? Click here to see their 
other upcoming appearances

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Wendy and I are back in the office after an exciting time in Denver for the annual ATD International Conference and Expo. This was my 15th year attending and presenting. During my few minutes of reflection on the 3 days we spent in Denver, I am reminded that each of those years had its own unique flavor. 2016 was my second favorite behind 2011, which featured my dad's farewell to friends at ATD and the L&D world.

What made this one special was the soft launch of our new book, Kirkpatrick's Four Levels of Training Evaluation. The book was only made available to conference attendees, and will not be offered to the general public until October 2016. From my vantage point, it was not a soft launch at all. First, the sales of our book may have set a conference record, selling more copies than those of keynote presenters. Second, the foreign rights manager is working towards having the book translated into eight languages by the end of the year. No other Kirkpatrick book has been available in so many different languages.


For those of you who really know Kirkpatrick, you know that numbers are only part of a story. What encourages us the most was the collective passion of the book contributors. They shared their own stories of success during concurrent sessions and at an evening reception.



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Jim recently posted a thought-provoking question in our Kirkpatrick Evaluation discussion group in LinkedIn. Looking into the proverbial crystal ball of the training industry, what does the future look like?

An overwhelming number of responses focused on the application of technology during training programs. This ranges from short videos to complete web-based training. L&D professionals are starting to see a shift in focus towards graphics and gamification over sound instructional design. 

This is good news for L&D technology companies and instructional designers who are technology savvy. However, it is not good news for those who are not. The technology trend can and will eliminate the need for many L&D professionals.

With the increase in technology, Jim reiterates that we do not need to lose our human factor. Technology is a tool to help with certain L&D functions; however, it is not capable of replacing human-based learning modalities and pre- and post-training support. 

So, how do L&D professionals maximize technology and involve themselves with the business side without losing their human touch?


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