The importance of evaluating training impact is something we can all agree on. But it's not something we all do.
The reasons are varied:
The hard truth is that, when planning learning initiatives for your business, there is an expectation for something to happen. The business expects the people participating in the training to have gained improved skills, demonstrate behavior change, and ultimately to place into action the lessons delivered.
To begin with the end in mind – it's important to think about conducting a skill gap analysis for the future of work
Then couple it with information to evaluate training success – start here with a tool created by Michelle Ockers of the Emerging Stronger team: https://bit.ly/ESImpactTool
Our conversation took us in many directions – The importance of talking the language of business versus learning. Understanding what the business goals are before putting a training plan in place. We also discussed tools we can use to help us along the way. Tools like:
We hope you can take one idea to apply Kirkpatricks level 3 & 4 and stop using “butt’s in seats” as your success metric. Because let’s face it, just because you like a class doesn’t mean you’ve learned from it –the same applies, and especially applies to workplace learning.
Take your knowledge to the next level:
Assessing Impact: Evaluating Professional Learning by Joellen Killian
Evaluating the Impact of Training by Scott Parry
Evaluating Training Programs: The Four Levels by Donald Kirkpatrick
Training for Impact: How to Link Training to Business Needs and Measure the Results by Dana Gaines Robinson
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Host: Shannon Tipton