Our 2-day train the trainer courses cover Kirkpatrick's Four levels of Training Evaluation. We also discuss other related issues that were not covered by Kirkpatrick. These are issues you need to know when you're a trainer.
The purpose of these three related articles is to demonstrate that there are issues in and around Kirkpatrick's Model of training evaluation.
I, like so many others, accepted Kirkpatrick's works as gospel truth in my own training development. There's always a danger in a single narrative.
So, rather like the previous article, let's assume that you attend scheduled training. It's a subject that you like and you feel it would be beneficial career-wise to continue to develop it.
You attend the course and it was a fantastic experience. Excellent instructor, you had gregarious colleagues in class who collaborated well and fine learning outcomes all around. Kirkpatrick's 1st and 2nd criteria were met comfortably.
So, you return to work, brimming with new thoughts, ideas, and projects to explore what you've learned, and one of your colleagues is off sick and another is on holiday for two weeks.
Who's going to catch up with their work? Well, it looks like you.
A month later, they're back in the office and you still haven't opened your notebook from the course. Your learning and opportunities have lost their momentum.
Another scenario that arises on return to work is that you've been seconded to a different team. Again, no opportunity to develop your new skills.
Next scenario, your boss has decided to change your priorities for the next three months. They're asking you to work in a field that you left behind years ago. How are you feeling? Still, motivated?
You return from the course and your manager has announced their resignation. No indication as to a replacement or how long that will take. It could be an internal or external appointment. Whatever, there's going to be a delay and a lot of uncertainty. No doubt, once that issue is resolved, there'll be a new focus and new priorities.
You applied for a job three months ago and they offered it to somebody else. The company has now come back to you and they're offering you a better salary than previously discussed. With all the upset, disappointment, and uncertainty, taking control of your own circumstances looks like a good option.
At no stage have you been able or allowed to utilize your new skills acquired on the course. So, a few months later, ROI on training investment = 0, and that's nothing to do with you, the trainer or the training.
So, a quick summary.
There are significant issues to assess both before and after training concerning return on investment. Kirkpatrick's model which is a model I have found useful in the past must be looked at in a much broader context. Otherwise, the facts/numbers on training ROI will be significantly skewed, and without looking at the bigger picture, it's easy to make bad decisions that could affect the long-term health of your company and your learning career.
Vince Stevenson - Founder College of Public Speaking 2006 Ltd.
If you have a great attitude and look forward to making a difference in your life, I hope you consider joining one of our training the trainer courses or public speaking course soon. It's always possible to improve your skillset and take your work and achievements to a higher level. Three strong reasons to support training
