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Entries for 2016

We receive a lot of questions about Levels 3 and 4, but recently, someone asked a question about Level 1. The question was, "How have you gone about establishing a target score for Level 1 results?"

The truth is, this is not a simple question with a simple answer. Establishing target scores can be difficult because there are many ways to go about it. 

But, is it really that important?


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We recently finished an online bronze certification program. Our participants for this program provided informative feedback, great commentary, and kept us entertained the entire time. We are excited to see where their bronze certification takes them.

Click here to see their Facebook photo album. 

There are still spots available for our next online program starting in November. Click here for more information.
 



Jennifer Budveit

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Elizabeth is a training professional who was asked to design a leadership development program. She went ahead and created a program, but did so without having the end result in mind. At the end of the program, it was not clear what results the program was supposed to produce.

What could Elizabeth have done differently?

 

 

 

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Our Kirkpatrick affiliate in China, OnDemand, recently facilitated a Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level in Shenzhen.

Click here to view photos of the participants actively working towards their bronze certification.

Want to attend a Kirkpatrick bronze program? Click here to see our upcoming fall schedule.


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​I just got off the phone with two curriculum and evaluation leaders from the University of Southern California. One of the topics they were most interested in discussing was the required driver package for their graduating doctoral students.

An insight they quickly came to was, "It seems as if the power towards application and social impact comes in integrating the required drivers into a single formula that should be executed as a package, not as separate components."

They understand!

 

 

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Our affiliate in Australia, GMD Partnerships, had a booth at the AHRI National Convention and Exhibition 2016 on August 3-5.

Click here to pictures of their Kirkpatrick booth.

Mark Harris of GMD Partnerships had this to say about the exhibition, "This was the third year that we have represented Kirkpatrick Partners at the AHRI National Convention and Exhibition, Australia's flagship event for HR and people managers. There were excellent presentations from the likes of Lynda Gratton, David Rock, Mal Meninga and Thomas Chamorro-Premuzic. It was great to connect with many people who had familiarity with Kirkpatrick but wanted to know more about the New World Kirkpatrick Model and its application. Our prize winner, of a place on our next bronze level certification program, was Catharine O'Grady of AMES in Melbourne."

Click here to view our other upcoming events schedule. 

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Our quick tip series so far has covered monitoring, reinforcing and encouraging employees. Today, we look at the final major piece of the required driver package- rewarding.

As it relates to training and performance, a broad view of the concept of rewards is often beneficial so you are not beholden to financial realities of a volatile economy or budget.

On the formal and extrinsic level, obtain confirmation from managers and perhaps Human Resources during the program design phase that existing reward systems are compatible with what training graduates will be asked to do on the job. 

For example, you would not want to train sales professionals to follow a set call schedule and a sales call outline, but then allow them to earn a bonus even if they do not adhere to the schedule and the script. Doing so sends an overall message that the critical behaviors are not critical at all; they are optional.

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This series is about how to maximize the on-the-job performance of employees through required drivers. Our first quick tip was about monitoring performance. How do you know it's occurring if it isn't somehow checked? 

The second quick tip was about reinforcement. We want to be sure we are supporting employees in their journey of performance improvement and subsequent contribution to their organization's strategy.

This week, we want to continue with another way to support on-the-job application -- encouragement. 

Encouragement probably occurs on the job all the time, but you will want to plan ways for it to occur a bit more formally and regularly in support of the identified critical behaviors

For complex or largely new critical behaviors, such as those for which a new supervisor might be responsible, a formal coach or mentor could be assigned. Obviously, this is only practical in situations in which the critical behavior package is important to organizational success and complicated enough that the training graduate may struggle to perform it well. 

Managers and supervisors have multiple pre-existing priorities, so there is a movement towards more peer mentoring and encouragement programs. At Kirkpatrick Partners, we go about encouraging each other in a number of ways.

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