How Are You Adding Value to Your Organization?
Luc Vandenboomgaerde is a training manager for ADP in France. He participated in a Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level hosted by our French affiliate, Formaeva, in April 2015.
Read Luc’s testimony to see how the Kirkpatrick methodology changed the way he and ADP view his role and the training department.
In April of 2015, I participated in a Kirkpatrick Four Levels® Evaluation Certification Program in France. Participants are encouraged to schedule a meeting with their supervisors to assess business objectives. While this seems like a daunting task to some, the Kirkpatrick program includes an exercise where participants role play a meeting with their supervisors and practice their support arguments for an evaluation plan. This exercise was extremely useful when going to meet with the directors of ADP.
I was surprised by the positive feedback from the directors when asking about the business objectives. It was uncommon to ask about these objectives, especially if you were not a business manager. After two months of meetings in which we discussed metrics and business goals, a training program was ready to be put into place.
The program focused on both management and communication training that would help French managers effectively deal with international customers. It would also help promote ADP’s international products more efficiently. The soft goal was to align processes across countries and establish more cultural awareness. We wanted to answer the question, “How do we handle difficult situations with international customers?” The objectives were to sustain growth on international products and use more people in France to cater to international customers.
By asking the right questions, I was able to change the way the training department was viewed. Previously, the training department typically had only been called on at the end of a project, but now they are involved right from the beginning. There has been a change in the mentality and the way things are done.
The perception and added value of the training department has improved for the better. The bronze program provided a methodology I could easily apply. I am now seen as a learning and performance adviser, rather than a training manager. The confidence provided by the Kirkpatrick program was not only beneficial to the way I view myself, but also the way ADP views the training department.
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