Principle 1. The end is the beginning. The New World Kirkpatrick Model presents four levels of evaluation, Results (level 4), Behaviour (Level 3), Learning (Level 2) and Reaction (Level 1). However, the way we view these has to change.
We were recently asked to deliver some Supervisor Leadership training for a large organisation. Easy to say yes to this but there’s a significant risk of just providing training? Do we really know what the issues are and why the key stakeholders believe training will fix them?
I remember clearly leaving a training programme a few years ago thinking how much I had enjoyed the training and looked forward to using the learning on the job. But a while later I remember being so disappointed as I reflected back on how little I had managed to use in my daily work. Lack of opportunity, conflict with my manager’s own views and my own workload had all contributed to me not applying what I had learnt. I wonder how many of us have been in this situation?
Return on Investment
A constant challenge for learning and development professionals is to be able to demonstrate the value or return created by undertaking training. Often you will hear asked ‘so what was the return on the training investment we made?’ It’s a fair question and one that can potentially be answered by the formula:
As a Learning & Development professional, how do I ensure learning transfers to behaviour?
The most practical and effective way to show the value of an initiative is through return on expectations (ROE). ROE is what a successful training initiative delivers to key business stakeholders to demonstrate the degree to which their expectations have been satisfied. When done properly, it cannot fail. This is because it is built on a platform of business partnership and agreement from start to finish.