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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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Join Jim Kirkpatrick at ATD Core4 Conference 2016 in New Orleans
August 19, 2016

Join Jim Kirkpatrick at the ATD Core4 Conference 2016, September 29-30 in New Orleans, Louisiana. 

In his session, "First Things First: The Foundational Principles of Training Evaluation," you will learn the Kirkpatrick Foundational Principles and the true four levels of training evaluation.

Click here for more information about the conference and to see what Kirkpatrick resource Jim will be giving out at his session. 


ICAET Is Hosting a Kirkpatrick Four Levels® Evaluation Certificate Program in Texas
August 5, 2016

Join Kirkpatrick Certified Facilitator Rhonda Bothwell in Fort Worth, Texas, September 23, for a Kirkpatrick Four Levels® Evaluation Certificate Program.

During this program, you will learn the four levels, receive a participant manual filled with examples and templates that you may borrow and adapt to build your own tools, and gain a complete understanding of what each level measures. You will also explore the reasons why Blended Evaluation is critical to training success and hear case studies and success stories from companies that have used the model effectively. You will learn not only how to evaluation, but why and to what degree. 


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June 17, 2016

You can now pre-order Jim and Wendy's 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.



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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