Tuesday, August 11, 2020

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Training Magazine asked me to write the final "Last Word" column for 2011.

Click here to read the article.

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Kirkpatrick Quick Tip #39

By Jim Kirkpatrick

When you are asked to report the value of your training, do you break a sweat? Are you completely clear on what is expected?

If you dread receiving a summons to plead your case, you are not alone.

Read this week’s quick tip for practical advice from a senior business leader on what information they really want.

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Enjoying working with the Singapore Armed Forces this week.

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Kirkpatrick Quick Tip #38

Most training professionals are very caring and giving people; this is why they go into training.

Reading many evaluation forms, however, one might get the impression that trainers care more about what people think of them than if participants obtained valuable knowledge and skills.

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Nearly every goal-setting philosophy begins with a clear vision of the desired end result. While this principle is quite simple and easy to understand, examples of people ignoring it abound.

In the world of training and development, many workplace learning professionals with the best of intentions embark on designing, developing, and delivering training programs without a clear vision of what is expected as a result of the program.

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Kirkpatrick Quick Tip #37

If your needs analysis reveals the need to build knowledge or skill in your target audience, training will likely be the intervention of choice.

Before you pop open your laptop and start designing learning objectives, read this quick tip to make your training as impactful as possible

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Don Kirkpatrick made his final formal presentation to over 800 training professionals at the ASTD International Conference & Expo in May. The enthusiastic crowd shared laughs and shed a few tears as Don led the group in singing his famous Trainer’s Song, and talked about his wife, Fern.

We invite everyone to leave a comment for Don. To do so, log in to the site.

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Kirkpatrick Quick Tip #36

When initiatives are not performing as expected, there is typically disagreement about the purpose and role of training. The same can hold true for the entire learning and development function or department. 

In these cases, it is wise to bring the training and development team together to discuss these issues until consensus is reached. We highly recommend decisions based on “training effectiveness” rather than “effective training”.  

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