Thursday, May 17, 2012
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The Official Kirkpatrick Blog
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Jim Kirkpatrick posted on November 16, 2011 10:00 
Kirkpatrick Quick Tip #39
By Jim Kirkpatrick
I recently spoke with a senior business leader from a major airline.
She said, “Why do training people insist on showing me data from their ‘happy sheets’ and test scores? And why do they expect me to be excited about it?”
I asked, “What would you rather see?”
She said:
- Summary data from one or two happy sheet questions
- A brief summary of methods they used to confirm learning (she emphasized the word brief)
- Data showing frequency and effectiveness of on-the-job coaching, and remediation plan if appropriate
- Ongoing report of on-the-job performance after training
- Ranked list of all factors contributing to performance improvement
- List of continuing customer-facing problem areas
- Ongoing reports of short term results (leading indicators)
- Final results of her most important business metrics
The business leader went on to say that she would be happy to explain the most important business metrics she references in #8, but no one from training asks her for it.
“Maybe they are scared that their training won’t make any impact on the metrics, so they don’t want to ask about them,” she said.
I suggested that she let her training people know her expectations. She promised she would. I wish I could be there when she does!
Please take this example as a recommendation for your own mission critical programs:
- Start with one program as a pilot.
- Ask your key stakeholders to explain their highest goals and most important metrics. Align your program with them.
- Create a strong Level 3 plan with a mix of required drivers.
- Monitor Level 3 and leading indicators and make any required adjustments.
Then, prepare to share a story of success with your stakeholders.
Additional resources:
Avoid the Allure of Training Activity
Training on Trial
Kirkpatrick® Business Partnership Certification Program
Creating ROE: The End is the Beginning
Wednesday, November 16, 2011 12:48 PM
Great tip. Thanks
Wednesday, November 16, 2011 3:31 PM
The training managers give what they have or are proud of. It's easier to show some survey results after the training than to plan training evaluation and measurement. I think you do a great job with your advices. I learn a lot and hope that you will go in more details.
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See You at the ASTD 2012 ICE
May 2, 2012
Come meet the Kirkpatricks at the 2012 ASTD International Conference & Exposition in Denver, CO on May 6-9.
Join Jim and Wendy Kirkpatrick in this two-part series on Return on Expectations (ROE); both sessions are complete and can stand alone, but maximum value will be gained by attending both.
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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 Four Levels™ 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, 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.
Donald (Don), James (Jim), and Wendy Kirkpatrick are pleased to be united as 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, and Training on Trial.
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