Friday, December 09, 2016
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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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Additional Resources:


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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Evaluation Blunders & Missteps to Avoid
November 9, 2016

The four levels is the most common training evaluation approach, but that doesn't mean it has been implemented correctly over time.

On the contrary, misconceptions and misapplication have reduced the simple effectiveness of the model. 

Click here for tips from Jim and Wendy Kirkpatrick on how you can avoid the most common blunders that frequently sabotage even the best-intentioned Kirkpatrick evaluation efforts. 


Ignite Your Inner Fire with Jim Kirkpatrick in Orlando, Florida
November 7, 2016

Training is still "on trial," charged with incurring expenses in excess of the value it provides to the organization.

Training must reinvent itself and transcend the classroom. Attend this hand-on workshop to learn tactics for building programs and initiatives that enhance on-the-job performance and impact the bottom line. 

Join Jim Kirkpatrick in Orlando, Florida on January 19, 2017 for this informative and interactive workshop.


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!


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