Monday, August 2, 2021

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Entries for 'Kirkpatrick Partners'

Training Evaluation Mistake #9: Working Independently to Create and Demonstrate Training Value

The partnership between training and the business is critical to being able to create and demonstrate training with organizational value.

82% of you correctly answered false to the related question in the Training Evaluation Strategy quiz:

The smart training professional can work independently to create and demonstrate the value of their training programs.

This tells us that the majority of you already realize that business partnership is critical to training success. This doesn’t always mean that we know exactly how to go about building this partnership, though.

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Training Evaluation Mistake #8: Treating Training Value Demonstration as a Separate Entity

We often are asked how much should be spent to show the value that training delivers to an organization, and how and when this should occur. Our response may surprise you.

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How do you go beyond Kirkpatrick Levels 1 and 2 to start demonstrating the true value of your program? To reach Levels 3 and 4, it is critical to ...

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The current issue of Training magazine includes an announcement of the winners of their Emerging Training Leaders award. Kirkpatrick Partners is proud to announce that Wendy Kirkpatrick has been selected as one of these exceptional, business-savvy training leaders.

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Training Evaluation Mistake #7: Confusing Ability with Performance

Level 2 knowledge, skill, ability and competence – these are all valuable assets that typically require an investment of time, money and resources to obtain. They do not, however, ensure Level 3 on-the-job performance pay-off. Are you sure of the difference between the two?

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Do you think that your training budget and position in your organization are 100% secure? Do you believe that if your organization's leaders or executives value and speak well of training, your job is safe?

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Training Evaluation Mistake #5: Avoiding Measuring the Value of Training Because It’s Too Difficult

Do you avoid measuring the organizational value of your training because it seems too hard? Are you uncertain of how to get started? You are not alone. This week’s quick tip provides practical ideas that any training professional can use to get started.

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Using the Kirkpatrick Levels Sequentially

The quiz question related to this week’s topic was:

It is important to complete the Kirkpatrick levels sequentially: start with Level 1 and complete it before moving to Level 2, then complete Level 2 and move to Level 3, and so on.

The correct response (false) only eluded 28% of the respondents. It’s great to see the word getting out that the most effective way to apply the Kirkpatrick Model is not by using the levels in strict order.  

Level 1 Does Not Always Come First

In fairness, earlier writings on the four levels indicated that they were used sequentially. Observation refuted this, though.

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