On December 31, I was buzzing around completing all of my year-end tasks, one of which was donating some unneeded clothing and household items to Goodwill. When I pulled up to the donation center, a group of smiling, friendly workers walked out to my vehicle and cheerfully loaded my boxes into their cart. As I closed the tailgate, one of them looked me in the eye and said, “Thank you for changing lives.”
Wow, I thought to myself. This organization gets it! They could have said, Thanks for your donation" or "Thanks for your generosity." Instead, they related my fairly mundane behavior of giving away my old stuff for a year-end write off to their ultimate purpose: to make those clothes and household items into the subject for training disabled individuals so that they can have jobs that give them purpose, income and ultimately the means to a productive life.
As I drove away from the donation site, I kept turning over in my mind what had just happened, and thought about how I could help everyone who comes into contact with Kirkpatrick Partners to have the same connection to their own mission, purpose and ultimately their Level 4 Results.
In our Kirkpatrick programs, we see people struggling to articulate the highest level goals of their organization. We see them struggle even more to relate what they do in training and development to accomplishing those goals. Often, training professionals confuse what they do with their highest goal.
Conducting training, in and of itself, is not a goal. Training can equip people to accomplish their highest level goals if it provides knowledge and skill (Level 2), and hopefully is paired with a good on-the-job implementation plan. Training professionals must be very clear about how what they teach will get used on the job (Level 3), and how this will contribute in some way to accomplishing the organization’s highest level result (Level 4).
If this connection is clear, training professionals can easily see that the training is just a means to a more important end. If this connection is unclear, it’s a good time to talk about whether or not the training is really the best use of company resources.
In the Goodwill example, here is an idea of how this all fits together:
Level 4 Results: Changing the lives of people who are disabled
- More disabled people working
- More disabled people trained using proceeds from retail stores
- Increased retail store profitability due to higher donation levels
- Increased donations because donors like me are aware of how easy it is to contribute to a great cause
Level 3 Behavior: Goodwill employees remove donations from donor vehicles and thank them for changing lives
Level 2 Learning: Goodwill employees taught to assist donors in removing donations from their vehicles and to thank them for helping to change lives
How much more impact could we all have in our organizations and the world if we were really clear on our ultimate goal and how we can maximize our personal contribution? Maximizing the goal of Kirkpatrick Partners is a personal mission for me daily. When my alarm goes off in the morning, typically my mind first goes to thinking about what needs to be accomplished that day. In a small business, there is always a lot to do; often, the number of tasks and responsibilities feels overwhelming. One way I quiet my mind and emotions is to think first about what we are really trying to achieve:
Kirkpatrick Partners helps other organizations to reach their highest goals through profitable growth of our products, programs and services.
That is how we state our Level 4 Result. Our success is measured by the impact that we make on people who attend our programs, hear our presentations and utilize our resources. To what degree are these people able to make a contribution to the Level 4 Results of their own organizations by implementing the Kirkpatrick Model in their work, and how many people are we helping, as measured by participation in our programs and use of our products and resources?
Staying focused on our goal helps me to organize my time and my day. When there is too much to do (which there always is), I think, “How will this help us to help others to reach their goals?” and, “Will this contribute to our growth so that we can help even more people?” This dual question helps me to prioritize tasks effectively, makes the to do list reasonable in length, and focuses limited company resources where they will make the most impact.
I encourage you to get really clear on your very highest organizational result and use it as lens to streamline your activities. It not only organizes your time and reduces stress, but more importantly, it maximizes your organizational impact. If you want to talk with us about this, please contact us anytime at email@example.com.
If you missed Jim Kirkpatrick’s new year message, click here to read it.
Join the Discussion
We welcome your feedback about this quick tip. Here are some ways to join the conversation:
Don't Miss a Feature
- Log in and leave a comment below.
Register with us to receive Kirkpatrick Quick Tips delivered to your inbox each Wednesday.
Kirkpatrick Four Levels® Evaluation Certification - Bronze Level
Training on Trial
Align Training with the Highest Organizational Goals
Is Level 3 Enough?
Is Your Leadership Training on Track? - Part 2