Sunday, March 26, 2017
Official Blog of the One and Only Kirkpatrick® Minimize
Welcome to the Kirkpatrick Partners blog, where we strive to share the most pertinent training and evaluation related tips and thoughts each week. Please check back often, or simply subscribe to our RSS feed to be sure you never miss an update.
Minimize
Jim and Wendy Kirkpatrick have two cats, Dena and Attilla. Many times, they watch their cats and see similarities to the challenges that people have with training evaluation.

This new series follows their cats, and photos of them in sticky situations, mirroring many situations in which training professionals find themselves. 

A number of years ago, Jim Kirkpatrick visited the Google headquarters in California. As one would expect from such a visionary organization, Jim enjoyed learning from them as much as they learned from him.

The unique Google culture relies heavily on peer-to-peer support and accountability. Employees share goals with each other, use the counsel of their peers to determine what training courses to take, and actively hold each other accountable for team-based performance goals. They even share their individual performance scorecards publicly to create a bit of healthy competition. In this type of environment, trainers can turn to the peers of training graduates to provide some of the post-training monitoring that is so critical to success. 

Atilla, one of the Kirkpatrick cats, thought he could get away with jumping on the table, but his sister, Dena, caught him in the act. Like the employees at Google, Dena was holding Atilla accountable for his actions.

Google brings Level 3 required drivers to life in a way that doesn't require any additional resources other than a bit of each employee's time to help a co-worker. While this technique would work well in any culture, it is a particularly good idea for organizations struggling to get post-training support from managers and supervisors. 

Kirkpatrick's Four Levels of Training Evaluation sums up the importance of Level 3 and supporting post-training efforts: "Level 3 is more than just evaluating, it is a comprehensive, continuous performance monitoring and improvement system. The degree to which required drivers are identified and implemented is one of the most important parts of a successful plan. Level 3 is a challenging level that for decades has appeared to be a 'no-man's land.' L&D has shied away from taking their share of responsibility for it, and organizations are ultimately focused on Level 4 Results. Level 3 truly is the missing link in moving from learning to results."

Join the Discussion

What are you doing in your training programs that will help create a culture of peer-to-peer support and accountability among your training participants back on the job? Here are some ways to join the discussion:

Like this blog post? Log in and rate it. 

Posted in: Quick Tips
Actions: Permalink | Comments (0) |

Comments

There are currently no comments, be the first to post one. Please log-in to comment.
     
Join the Kirkpatrick Community Minimize

Register with us for FREE samples of our Blended Evaluation Plan form.

(If you have already registered with us, simply log in and visit the Resources tab to access the samples - no need to re-register.)
 


You'll also receive immediate access to our Resource Library, and weekly updates from Kirkpatrick Partners.



Click here for more information about the materials available in our Resource Library and to see a sample of our weekly newsletter.
Deadlines & Specials Minimize
Early Bird Savings & Registration Deadlines

Kirkpatrick program deadlines and specials

Bronze Certification

March 14-15
Washington, D.C. area

March 16-17
Sao Paulo, Brazil

March 27-28

Bucharest, Romania

March 28-29
Dubai, UAE

March 30-31

Auckland, New Zealand


calendarClick here for a complete calendar of Kirkpatrick events

Minimize
Latest News Minimize
First Things First: Getting Started with Kirkpatrick® Training Evaluation
February 1, 2017

Are you being asked to create or deliver training that "works," meaning it provides measurable performance improvement and enhances organizational results? You are not alone. Ironically, evaluating training value is often an afterthought, considered only after training is complete. 

Learn directly from Jim and Wendy Kirkpatrick, creators of the New World Kirkpatrick Model, how to start any training program right, so that value is built in and can effectively be demonstrated when it is complete. Even if you inherit existing training programs, you will find out how to incorporate small tactics that will make a big difference in creating training value. 

Don't miss Jim and Wendy Kirkpatrick's new webinar, "First Things First: Getting Started with Kirkpatrick® Training Evaluation" on March 2, 2017. Click here for more information


Order Your Copy of Kirkpatrick's Four Levels of Training Evaluation
October 3, 2016

We are excited to announce the release of our new book, Kirkpatrick's Four Levels of Training Evaluation.

Discover a complete blueprint for implementing the model in a way that truly maximizes business results. And delve into Jim and Wendy's new findings that, together with Don Kirkpatrick's work, create the New World Kirkpatrick Model, a powerful methodology that melds people with metrics.

Use the New World Model to better train people, improve the way you work, and, ultimately, contribute to your organization's most crucial goals without breaking the budget. 

Order your copy of Kirkpatrick's Four Levels of Training Evaluation today!


Copyright 2009 - 2017 Kirkpatrick Partners, LLC. All rights reserved.