Jim Kirkpatrick, co-owner of Kirkpatrick Partners and expert in training evaluation, dives deep into the New World Kirkpatrick Model. He emphasizes the importance of focusing on results and behavior for effective training. Kirkpatrick shares practical strategies for leaders to connect training with real-world outcomes, discusses the need for ongoing support, and highlights the significance of peer collaboration. He urges organizations to assess training effectiveness beyond traditional surveys, marking a shift towards data-driven decision-making in learning initiatives.
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volunteer_activism ADVICE
Evaluate Training for Results
Evaluate training programs to ensure the training is effective and addresses the right issues.
Use evaluation to encourage application of learned material and demonstrate training's impact on business goals.
insights INSIGHT
Training's Limitations
Training alone isn't enough to change behavior and improve performance.
Focus on supporting and leveraging training to drive real change beyond just positive feedback.
insights INSIGHT
Reframing Results
In the New World Kirkpatrick Model, "results" are broader than just the ultimate outcome.
View results as signs of progress and leading indicators towards the overall goal.
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This book delves into the four levels of training evaluation: reaction, learning, behavior, and results. It provides a comprehensive framework for assessing the effectiveness of training programs and ensuring they drive tangible business outcomes. The authors emphasize the importance of focusing on behavior change and linking training to organizational goals. The book offers practical strategies and tools for implementing the Kirkpatrick model, helping organizations maximize their return on investment in training and development initiatives. It also highlights the importance of measuring results and making data-driven decisions to improve training effectiveness. The book is widely used by organizations worldwide to improve their training programs and achieve better results.
Jim Kirkpatrick: Four Levels of Training Evaluation
Jim Kirkpatrick is co-owner of Kirkpatrick Partners. He is an expert in training evaluation and the creator of the New World Kirkpatrick Model. He trains and consults for corporate, government, military, and humanitarian organizations around the world.
Jim co-authored three books with his late father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation*.
In this conversation, Jim and I explore the details of the New World Kirkpatrick Model. Many leaders miss the critical nature of focus on level 4 (results) and level 3 (behavior). We examine these two levels in detail and show leaders how they can take practical steps to link training with results.
Key Points
Ask yourself this when considering results: “Is this what the organization exists to do, deliver, or contribute to its customers or society, at a high level?”
Level 4 (Results): The degree to which targeted outcomes occur as a result of the training and the support and accountability package.
Level 3 (Behavior): The degree to which participants apply what they learned during training when they are back on the job.
Level 2 (Learning): The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training.
Level 1 (Reaction): The degree to which participants find the training favorable, engaging and relevant to their jobs.
Resources Mentioned
Kirkpatrick Community: Free Resources
Kirkpatrick’s Four Levels of Training Evaluation* by Jim and Wendy Kirkpatrick
Bonus Audio
Aligning Training with Business Objectives
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