Unpacking the New World Kirkpatrick Model # 2 - Carrying Out a Performance Needs Analysis and Identifying Critical Behaviours
Probably the most important part of the New World Kirkpatrick Model is level 3 behaviour.
In the model itself you will see Behaviour looking like a bullseye right in the middle of the model. Why is this so important? Well if we correctly identify the behaviours that we want to enhance and get these going consistently well on the job, then the results we need will naturally occur as an outcome. There is a large correlation between on-the-job behaviours, performance and organisational results. However, there are a couple of large assumptions here, firstly that we have identified the critical few behaviours that will in fact alter performance and secondly that we can influence these in the workplace to get them happening. I’ll leave the second of these for the next blog as they deserve specific attention.
To carry out a Perfoamance Needs Analysis we are partnering with line managers, supervisors and managers to identify the performance changes required that would start to drive the results the organisation is seeking. Once we know the performance requriements we can identify the few specific behaviours that need to be effected in the work place. Identifying the few critical behaviours is not about general competencies but about identifying the few specific, measurable and observable behaviours that if done well and consistently on the job will lead us to the right performance and outcomes. Examples of specific behaviours might be ensuring you follow the 5 moments of hand hygiene in a clinical setting, holding a difficult or coaching conversation using a specific approach or standard or holding a safety conversation in the workplace again using a standard approach. If these behaviours are performed well and consistently, we can start to align to higher level outcomes of better patient outcomes, better individual performance or better health and wellbeing. Once we have identified these few behaviours, and it could be as few as one, we can now move to the next question of how you ensure these behaviours actually occur in the workplace? This is the next blog which aligns to Kirkpatrick foundational principle 4, Value must be created before it can be demonstrated.