Friday, December 19, 2014
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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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2015 Calendar of Kirkpatrick Programs in the U.S.
December 15, 2014

We are pleased to have so many programs on the calendar for 2015.

Click here for the full list of U.S.-based public programs. More international programs will be added throughout the year.

Kirkpatrick Partners Is Hiring
December 4, 2014

We are seeking 2-3 individuals with 5-10 years of documented event, project or administrative experience to work full time (40 hours per week) as Program Administrators.

Click here for a full job description and to apply.
Announcing the 2014 Don Kirkpatrick Scholarship Winner
November 12, 2014

In 2013, the ATD Valley of the Sun Chapter partnered with Kirkpatrick Partners to introduce the Don Kirkpatrick Scholarship opportunity to its members.

The recipient of this annual award wins a free seat in the Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level.

Click here to meet this year's winner.
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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Click here to read his obituary, as well as to revisit a humble reflection that Don wrote about his legacy, see our favorite photos of Don over the years, and read a goodbye letter from Jim to Don.
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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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