Training Evaluation Mistake #1
Waiting until after the training has been delivered to think about how its value will be measured
The good news is that 88% of the respondents to last week’s quiz were not fooled by the question on this topic. They realize that the best time to think about how knowledge will be applied is actually before the training is created, so that an application plan can be integrated into the training program and activated shortly after completion.
Donald L. Kirkpatrick said it best in Evaluating Training Programs: The Four Levels:
“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.”
A common question we receive is exactly how to determine what you want to accomplish with training prior to designing the program. Click here to read an article that provides a real-life example of how to do it.
We welcome your comments anytime! Just log in and leave them below. Don’t miss our feature next week when we discuss the next training evaluation mistake.
Kirkpatrick Four Levels® Evaluation Certification Program
Kirkpatrick Four Levels® Evaluation Certificate Program
Training on Trial
The Brunei Window Washer: Bringing Business Partnership to Life
Evaluating Training Programs: The Four Levels
Getting to Kirkpatrick Levels 3 and 4 (recorded webinar)
Roe’s Rising Star
The Feds Lead the Way in Making in Making Training Evaluations More Effective
Three Steps to Effectiveness