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Are you stuck when it comes to creating and demonstrating the value of your training programs?

Here are some ideas to free yourself. 

1. Do not begin without an end result in mind. 

Donald L. Kirkpatrick said it best, "Trainers must begin with desired results and then determine what behavior is needed to accomplish them. Then trainers must determine the attitudes, knowledge, and skills that are necessary to bring about the desired behavior(s). The final challenge is to present the training program in a way that enables the participants not only to learn what they need to know but also to react favorably to the program."

At the beginning of any initiative or training program, start by considering the highest-level result your organization is charged with accomplishing. Use this Level 4 Result as your target for any and all efforts in the initiative. If you cannot describe how the intended training would positively impact your overall result or mission, you aren't on the right track. 

2. Value must be created before it can be demonstrated.

Research suggests that as much as 90% of training resources are spent on the design, development, and delivery of training events that yield 15% on-the-job application (Brinkerhoff, 2006). Reinforcement that occurs after the training event produces the highest level of learning effectiveness, followed by activities that occur before the learning event. 

To create ultimate value and return on expectations, strong attention must be given to Level 3 activities. To create maximum value within their organizations, it is therefore essential that learning professionals redefine their roles and extend their expertise, involvement and influence into Levels 3 and 4. 

3. A compelling chain of evidence demonstrates your bottom-line value. 

The chain of evidence serves to unify the learning and business functions, not to isolate training or set it apart. This unity is critical for Level 3 execution, where business value is produced. 

The chain of evidence consists of quantitative and qualitative data that sequentially connect the four levels and show the ultimate contribution of learning and reinforcement to the business. When workplace learning professionals work in concert with their key business partners, this chain of evidence supports the partnership effort and shows the business value of working as a team to accomplish the overall mission. 

Join the Discussion

How are you finding yourself stuck in training programs? Here are some ways to join the conversation.


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Additional Resources

Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level

Kirkpatrick's Four Levels of Training Evaluation

Fast and Easy Ways to Get to Kirkpatrick Levels 3 and 4


What If You Didn't Start with the End in Mind?

Training Evaluation Mistake #1
 

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Comments

# Chuck Udell
Wednesday, March 29, 2017 5:33 PM
Jim and Wendy,

Nice article re being a stuck when it comes to creating value.

I have also found that the more you unify the learning and business functions the more value is created. The best way I discovered to make this happen is learn the business by spending time in the business. When I first became invloved in the automotive parts and service business,(after spending over 17 years in other businesses, I spent my first several months actually working positions in the business. Not only did this help me learn the language, it greatly helped to establish creditlility as someone who can create and provide value.

To me, learning professionals must be know the business they support. This includes knowing how they increase profitability as well as the language. As you have mentioned in certification programs is one sure way to create value and ROE.
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