Training That Produces Results – A Conversation With Jim Kirkpatrick

August 21, 2019

Have you ever had an amazing idea for your company that you were not able to implement on your own? You decided to bring someone in to train the people on this new initiative, and you were just positive that this was going to absolutely revolutionize the way that you did business.

In your head, people on your team were going to participate in this training, and at the end, they were all going to be cheering and excited about all the new information they received. Everyone would go back to work and be more productive and happy to work for such an amazing company that provides such cutting edge training.

Okay, it wasn’t quite like what you imagined, but the employees did become more productive and energized for the first couple of months. Old habits are hard to break, and even though it may have been a good training program, the long-term effectiveness wasn’t as good, because things went back to the way they were.

It happens to companies of all types. Whether it be from a company’s internal training department, or an outsourced coach or trainer, a team needs to be trained in new ways of doing things when your company is moving in a new direction. What companies often fail to do is find ways to set up processes and systems to support training graduates on the job, during the critical time period when they are implementing what they learned.

Steps should be put in place to make sure that the on-the-job behavior actually changes, and there are results that can be observed, measured and reported. This important differentiator is Kirkpatrick Level 3.

In this Employer Blueprint podcast episode, Jim Kirkpatrick shares the methods for creating training effectiveness with Kyle Gorman.

Inspired to learn more? We recommend the following programs and resources:

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

Kirkpatrick’s Four Levels of Training Evaluation

Transferring Learning to Behavior

Simplify Evaluation article in Talent Development Magazine

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