Monday, August 19, 2019

This full class in Shanghai, China, works to earn their Kirkpatrick bronze certification during a recent program.

 

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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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This active class works to earn their Kirkpatrick bronze certification during a recent program in Sao Paulo, Brazil.

 

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Kirkpatrick's Four Levels of Training Evaluationthe popular best-seller authored by Jim Kirkpatrick and Wendy Kirkpatrick was recently named to the list, "48 Books Every Aspiring Chief Learning Officer Should Read."

TalentLMS recently published the list to their blog. The Kirkpatrick book is found under Evaluation and Feedback titles.

Click here for complete details on the book and this recognition. You'll want to add it to your must-read list, too.

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“Save training dollars and successfully demonstrate training value by using
a chain of evidence showing data at all four Kirkpatrick levels.”  ​

Click here for Jim's previous Quick Tip.

  

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Forms of training and ways to learn seem ever-changing. Trends and fads come and go, but the industry standard in evaluation remains.

Learn how the Kirkpatrick Model remains effective, no matter the decade or the evolution of training. Find out how it can help improve your program results. See how the Kirkpatrick Model has stood the test of time.

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This lively group busily works to earn their Kirkpatrick bronze certification during a recent program in the United Kingdom.

Kirkpatrick affiliate C2C led the program. Kirkpatrick certified facilitator Melanie Martinelli faciliated.

Click here to see all program photos.

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"I remember clearly leaving a training programme a few years ago thinking how much I had enjoyed the training and looked forward to using the learning on the job.

But a while later I remember being so disappointed as I reflected back on how little I had managed to use in my daily work. Lack of opportunity, conflict with my manager’s own views and my own workload had all contributed to me not applying what I had learnt.

I wonder how many of us have been in this situation?"

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