Could You Be Replaced By an App? – #5: Do Your Training Participants Even Know Why They’re in Training?

August 19, 2015

Last week, we discussed the dangerous training phrase that’s holding you back. Click here if you missed it.

This week, we’re asking you to truly consider whether or not your training participants even know why they are in your training program.

Read on to find out the numerous negative consequences of participants not having a clear idea of their role, and how you can fix the problem. 

Think about the last training class you attended:

  • Did the instructor create a clear vision of “what success will look like” if you learned and applied the content (Level 4 Results)?
  • Was it clear exactly what you were supposed to do as a result of attending the training (Level 3 Behavior)?
  • Did you know what support you would have when you got back to your job and attempted to apply your learning (Required Drivers)?
  • Were you told how your performance would be monitored and evaluated (Level 3 Evaluation)?

In the same way that a civil engineer designs the signage and lighting surrounding a bridge, training professionals should show training participants exactly what is expected of them during and after training, and what support systems will be in place.

The following are some of the negative consequences of participants not having an understanding of their role:

However, you can completely turn this around by defining Level 3 critical behaviors and required drivers during the training design process, which makes it easy to build an explanation of them into the training and pre-training communication for participants. 

The table will be set for training participants to succeed when they return to their jobs. They will know that they are expected to apply their knowledge and meet performance expectations. They will know where to get assistance when needed, and how and when they will be measured.

Training participants will also understand what will happen if, for whatever reason, they or their co-workers do not sustain their critical behaviors on the job. They will be aware that this will result in a conversation with a seasoned peer or supervisor to help them get back on track. The focus is on both individual and collective success.

Creating and communicating a strong Level 3 plan positions an initiative and the participants for success. In the next quick tip, we will discuss how to maintain on-the-job performance.

Join the Discussion

What are you doing to communicate these important Level 3 ideas to your training participants? We’d love to know. Here are some ways to join the conversation:

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Additional Resources

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

Implementing the Four Levels

Could You Be Replaced By an App? – #1: Are You Still Just Designing and Delivering Training?

Could You Be Replaced By an App? – #2: Learn How to Engage in L&D Activities That Cannot Be Automated

Could You Be Replaced By an App? – #3: Do Your Stakeholders Trust You To Solve Their Problems?

Could You Be Replaced By an App? – #4: The Dangerous Training Phrase You Should Stop Using Now

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