Monday, September 27, 2021

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Weekly Feature

 

Listen to the final installment of Wendy Kirkpatrick's in-studio radio interview with Stone Payton and Lee Kantor of Business RadioX.

In the previous segment, Wendy shared how to handle the vague training request.

During this discussion, Wendy warns against shortcuts that put your initiatives at risk.

 

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Honoring Our Armed Forces: The Men and Women Who Serve and Protect

One of my favorite U.S. holidays is Veteran’s Day. I can still picture my dad in his later years raising and saluting the stars and stripes at his retirement community.

Note that I did not end the title of this article with the traditional, “…Who Serve …”. From my vantage point, I cannot help but think of what they do (Level 3 – Serve), and the purpose of their service (Level 4 – Protect). I appreciate the service they provide, but more so I am deeply grateful that they protect people like me and my loved ones in the US and around the world.

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The Kirkpatrick model is elegant in its efficiency. The time-tested four levels remain effective as the foremost training evaluation methodology worldwide.

Wendy Kirkpatrick makes it easy to understand in this brief yet informative video.

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What do you know about ROE - Return on Expectations? When used properly, it never fails to show the value of training in the terms desired by key stakeholders.

Have you successfully implemented use of ROE versus traditional metrics?
 

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When you review your training evaluation data and find that it is not altogether favorable, should you:

  1. Hide it, so there are no repercussions
  2. Change the questions so you get more favorable responses in the future
  3. Try on your own to understand it, and make adjustments
  4. None of the above

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Bank A is a national commercial bank in China whose credit card business leads the entire industry both in technologies and services. However, the workforce began to go downhill as they were losing the necessary drivers and motivation to move forward during the last 30 years of development.

The corporate university then launched a program named the Second Business Pioneering Program to boost the career competitiveness of the staff so as to change attitudes, motivate employees and improve work performance with Kirkpatrick Four Levels.

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It's a startling statistic for L&D professionals: approximately 85% of training graduates fall prey to a myriad of factors that influence them to do something other than what they learned during training.

Jim Kirkpatrick and Wendy Kayser Kirkpatrick offer a plan to help overcome these challenges.

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As training professionals, most of us will admit that when we scoop up a stack of evaluation forms, our eye goes first to one place: the questions where participants tell us how we did teaching the class.

This is just human. We all want to know if people liked
us, if they thought we did a good job and if we accomplished our goals.

But what if I said that much of the feedback you are getting isn’t true?

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