When Designing Training, it's important to identify how complete delegates' knowledge needs to be. Do they need an awareness? A basic understanding? Be able to practically apply or be an expert? The level of knowledge required will (of course) affect our design, but in particular it will help shape our objectives, outcomes AND inform the...
There are ALWAYS a lot of questions around how to evaluate training. How to prove that it's worked. There's a very useful resource you can download about this, highlighting practical ways to implement the Kirkpatrick Model (VIP members, just search the member resources). But I think the question behind the question is 'How can we...
A refining of the Kirkpatrick model, this this 8 level model breaks down the different stages of learning transfer allowing you to track the path and see how far it goes. Quite practical and clearly defined. DOWNLOAD THE SUMMARY This content is only available to logged in users. If you would like to become a...
Evaluating training is always very difficult because it's hard to isolate the effects of training from other things that impact the effectiveness of training and transfer of learning. But we owe it to ourselves and our stakeholders to try. This PRACTICAL guide uses Kirkpatrick's model and considers what each levels means in reality. DOWNLOAD NOW...
Notes from the sessions I attended at the L&D online Conference in June/July. Innovation in L&D by Matt Ash - A good session, practical, thought provoking with some good take-aways. Should we measure Impact or Learning? - Notes from a debate between Will Thalheimer and Clarke Quinn Designing training to change behaviour - A truly......
OK, so a level 1 evaluation doesn't tell us THAT much about the impact of the training, but some initial feedback is good. This feedback form (provided in editable Word format) can be used to get instant feedback around the content, level, materials and delivery of a workshop. DOWNLOAD NOW This content is only available...
Lots of training fails NOT because it isn’t well written or properly researched, but because we don’t spend long enough thinking about the transfer of learning. Transfer of learning is vital – if we can’t transfer what’s covered in the training back to the workplace, then everyone has wasted their time. The problem with transfer......
