Tuesday, March 31, 2020
With training still on trial in the workplace, it has become more important than ever for training professionals to build partnerships with high-level managers.

Ali Dickens quickly recognized the value in doing just that.

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More and more, training professionals are being asked to show tangible evidence of training value. Are you up to the challenge?

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Do you successfully translate competencies into critical behaviors that shape on-the-job expectations?

Listen as Marion Dakin, an independent trainer and consultant in the UK, explains how she did it with her client.

Click here to listen to the recording

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How do you get stakeholders to recognize and support your efforts?

Listen as Mikael Borak of the Mindset Group explains how he did it.

Click here to listen to the recording (approx. 8 minutes)

Mikael developed and delivered a leadership initiative entitled Practical Leadership for Success for the Scania Group in Stockholm. The crucial component of producing compelling and convincing results was involving key senior leaders and supervisors from the onset.

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You designed and developed a training program that meets a business need. You delivered it, and since then, you have been gathering and analyzing data.

Now comes the moment of truth: Can you show that your training delivered organizational value?

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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.

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This quick tip series provides fast and inexpensive ways to reach Levels 3 and 4. It’s based on the popular webinar entitled Getting to Kirkpatrick Levels 3 and 4.

Jim was working with a client a few years back that had won a number of industry awards for their training programs. One of their showcase programs was their new hire onboarding program. They were especially pleased with their Level 1 survey results. “We consistently average 4.8 on a 5 point scale! To be honest, we don’t think we need to consider any changes to that program,” they said.

Jim suggested that they add one question to their evaluation form: “I know what is expected of me as a result of attending this training.”

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Getting to Level 3 is not as difficult, expensive or time-consuming as some people think.

In this quick tip, we provide a list of practical steps training professionals can take before a training program to support on-the-job implementation.

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