Monday, May 25, 2015
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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.
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Too often, training professionals make the mistake of considering their work finished as soon as the training event is over and the evaluation forms have been collected. In reality, this is when the most critical work begins.
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Use this collection of our favorite resources for driving on-the-job performance to learn what steps to take before and after a training program to ensure that your learners implement their new knowledge.

Before reading on, click here to make sure you understand the difference between Level 2 Learning and Level 3 Behavior.

Driving on-the-job application begins before participants even arrive in the classroom. Starting with the end in mind, thought must be given as to what training graduates will actually be expected to do once they return to work. In collaboration with managers and supervisors, training professionals must determine the highest level goal of the initiative, and then establish the critical behaviors that will lead to the achievement of that goal.

These critical behaviors are what graduates will be expected to perform on the job. This is also a good time to build a package of required drivers to ensure that training graduates actually do what they learned how to do in training. With these items established in advance, you can build them into the training program so that participants have a clear vision of what success will look like, which will increase their engagement. Click here for practical ways to accomplish this.

Another important step to take before sending your learners back to their jobs is to ensure that they will have a welcoming environment within which to practice their new skills, thereby avoiding the red pants phenomenon.  

After the training program, there is much more to be done. Don't just disappear after training and leave your learners to figure things out on their own. Just as a mother bird does for her baby birds, you should understand that formal training alone may not be enough, and remain present to provide additional support. Here are some practical ideas for getting involved.

As continued follow-up, never be afraid to just pop by to check on training graduates. Doing so can be a quick and inexpensive way to provide support while gathering qualitative data to prove the value of the training. During these visits, be sure to incorporate positive reinforcement when you catch training graduates doing things right.


Be sure to tune in next week when we discuss our favorite resources for building business partnership.

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Kirkpatrick Four Levels® Evaluation Certification Program

Getting to Kirkpatrick Levels 3 and 4

Do You Translate Competencies into Expectations?

Improving Performance to Drive Business Results
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See Jim and Wendy Kirkpatrick at ATD 2015 ICE
May 12, 2015

Will you be at the ATD 2015 International Conference & Exposition in Orlando? Don't miss Jim and Wendy's sessions and appearances, as well as sessions by Kirkpatrick "bright lights." 

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Save Big on Select Kirkpatrick Products During May
May 6, 2015

We can't help but think of Don more than usual during the month of May. It is the month during which he always shone brightly at international ATD conferences. It is also the month during which he passed away.

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April 29, 2015

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Build a Better Reaction Sheet: Tips from Jim and Wendy Kirkpatrick
Thursday, June 11
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During this practical session, Jim and Wendy will address questions related to evaluation forms, such as making sure you're asking the right questions, and how to increase your response rate.

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March 26, 2015

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In Loving Memory of Dr. Donald Kirkpatrick
June 5, 2014

It is with much sadness but also great joy for his rich, full life that we announce that Don Kirkpatrick passed away on May 9th, at the age of 90. 
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Kirkpatrick Partners is a provider of training evaluation and business partnership training, products, consulting and impact studies. Our work is based on the Kirkpatrick Evaluation Model created by Donald L. Kirkpatrick in 1954 as part of his PhD dissertation on the evaluation of the effectiveness of training for supervisors. It is expanded by the Kirkpatrick Business Partnership Model and Kirkpatrick Foundational Principles.

Instead of training ROI, we focus on training return on expectations (ROE). This is a more holistic measurement of all of the benefits realized from a program or initiative, both qualitative and quantitative. We offer courses and workshops on training evaluation and business partnership that equip training professionals to create, demonstrate and measure the business results and value their training yields or supports.

Don's son James (Jim) and daughter-in-law Wendy are pleased to carry on his legacy through Kirkpatrick Partners. Whether you want to earn your Kirkpatrick certification or simply create more value in your organization, we are here to help. Our programs are valuable whether you are a corporate employee, member of government or an independent consultant.

The Kirkpatricks are the authors of nine books, including Evaluating Training Programs, Implementing the Four Levels, Transferring Learning to Results, Kirkpatrick Then and Now, Training on Trial, and The Brunei Window Washer: Bringing Business Partnership to Life.
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