Saturday, October 21, 2017
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Jim and Wendy Kirkpatrick have two cats, Dena and Attilla. Many times, they watch their cats and see similarities to the challenges that people have with training evaluation.

This new series follows their cats, and photos of them in sticky situations, mirroring many situations in which training professionals find themselves. 

A number of years ago, Jim Kirkpatrick visited the Google headquarters in California. As one would expect from such a visionary organization, Jim enjoyed learning from them as much as they learned from him.

The unique Google culture relies heavily on peer-to-peer support and accountability. Employees share goals with each other, use the counsel of their peers to determine what training courses to take, and actively hold each other accountable for team-based performance goals. They even share their individual performance scorecards publicly to create a bit of healthy competition. In this type of environment, trainers can turn to the peers of training graduates to provide some of the post-training monitoring that is so critical to success. 

Atilla, one of the Kirkpatrick cats, thought he could get away with jumping on the table, but his sister, Dena, caught him in the act. Like the employees at Google, Dena was holding Atilla accountable for his actions.

Google brings Level 3 required drivers to life in a way that doesn't require any additional resources other than a bit of each employee's time to help a co-worker. While this technique would work well in any culture, it is a particularly good idea for organizations struggling to get post-training support from managers and supervisors. 

Kirkpatrick's Four Levels of Training Evaluation sums up the importance of Level 3 and supporting post-training efforts: "Level 3 is more than just evaluating, it is a comprehensive, continuous performance monitoring and improvement system. The degree to which required drivers are identified and implemented is one of the most important parts of a successful plan. Level 3 is a challenging level that for decades has appeared to be a 'no-man's land.' L&D has shied away from taking their share of responsibility for it, and organizations are ultimately focused on Level 4 Results. Level 3 truly is the missing link in moving from learning to results."

Join the Discussion

What are you doing in your training programs that will help create a culture of peer-to-peer support and accountability among your training participants back on the job? Here are some ways to join the discussion:

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Announcing 2018 Kirkpatrick Programs with Savings
October 18, 2017

Registration is now open for public, U.S.-based 2018 bronze and silver Kirkpatrick certification programs. Click for details and early bird savings.


"ACE" Kirkpatrick Certifications
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Have You Read Kirkpatrick's Four Levels of Training Evaluation Yet?

October 3, 2016

What a success our book, Kirkpatrick's Four Levels of Training Evaluation, has been! It's consistently ranked in the top 25 of the Training books section on Amazon. 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.  Click here to learn more.

 
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