Is Your Leadership Training on Track? – Part 3
Kirkpatrick Quick Tip Vol. 2 #9
Critical behaviors are the actions that if systematically performed, will have the greatest impact on desired organizational results. Interestingly, many major training initiatives are launched with little or no thought to exactly what people are supposed to do when they return to the job.
Hopefully, you have been following this quick tip series and have already read Parts 1 and 2 in this series. Once you have clarity on the highest level goal of your initiative, the next step is to identify the critical behaviors that will help to accomplish it.
By definition, “critical” behaviors are few in number; perhaps one to five for each job function involved. They are not a job description or laundry list of everything a particular person does in their work.
For major initiatives, here are some tips for incorporating critical behaviors and staying focused on business results:
- Working with line managers, identify the critical behaviors that training graduates will be expected to perform
- Design training that prepares graduates to perform the critical behaviors on the job
- Communicate the critical behaviors before training to all managers and training participants, and set the performance expectation
- During training, remind participants about the behaviors they will be asked to perform after training
Focusing training on preparing participants to perform critical behaviors on the job is also a good way to prevent “scope creep” and make training as efficient and cost-effective as possible.
In next week’s tip, we will talk about required drivers: processes and systems that reinforce, encourage, monitor and reward performance of critical behaviors on the job.