Archive for category training evaluation
The 35th anniversary of John Lennon’s death just passed but his word remain…“So this is Christmas, and what have you done? Another year over. And a new one just begun.”
Yes. Another year is over and what have you done? If you are unable to fully answer this question don’t worry, you are not alone. The end of a year comes upon us quickly and it is often difficult to reconcile considering the promise a start of the year offers.
Thank you to Con Sotidis (@LearnKotch) and #OzLearn for inviting me to be part of their upcoming Nov 10, 2015 (8pm AEDT) Twitter Chat. I wish my L&D colleagues ‘down unda’ learn as much from my perspective as I expect to discover from them.
Business leaders place Learning practitioners under tremendous pressure to demonstrate that their learning efforts are worth the budget they allocate. This is probably one of the biggest challenges facing those involved with any aspect of workplace learning.
There are many reasons why learning practitioners are unable to connect their efforts with actual workplace applications. One that stands out is that learning practitioners focus on the “learning” rather than on how learning impacts business performance.
Learning practitioners are taught early, or should I dare say brainwashed, to believe the ‘essential’ four levels of evaluation. Many of us refer to these levels as the Kirkpatrick’s Evaluation Model and it has been a cornerstone in every learning event and also a foundation for many evaluation models that followed.
But let’s be honest, the unspoken truth is that the Kirkpatrick model is flawed. Yes, I dare say it out loud and may the learning gods, and some of my peers, strike me down. While you pick you jaw off the floor, the fact is that the evaluation method has some apparent issues. Read the rest of this entry »
Business leaders place Learning practitioners under tremendous pressure to demonstrate that their learning efforts and initiatives are worth the budget they allocate to it. This is probably one of the biggest challenges facing those involved with any aspect of workplace learning.
There are many reasons why learning practitioners are unable to connect their efforts with actual workplace applications. One that stands out is that learning practitioners tend to focus on the “learning” rather than on how learning results impact business performance. Workplace learning likes to talk about being ‘accountable’ but behind the talk is an unfortunate reality where, like the three monkeys, the belief still exists that it will go away if we do not speak, see, or hear it. Read the rest of this entry »
People often say to us, “Wow, you’re lucky! You have everything you wished for.” We politely respond with a ‘thank you’…but what we really want to say is that both ‘luck’ and ‘wishes’ had nothing to do with it.
With (US) Thanksgiving only a few days away, we do believe that this is a good time to reflect. We reflected upon our successes and the good fortune that we experience in our personal and professional lives. Read the rest of this entry »
Stop Wasting Your Organization’s Money If You’re Not Delivering Learning
The past few months have been a whirlwind for us speaking at one conference after another….and it’s starting again. It is truly a privilege to speak at these excellent learning and performance conferences. What is disappointing, however, is the lack of learning that actually takes place both from the participants and from the many conference speakers.
Yes, we want to address the “elephant in the training room”. We’re going to state what many Learning professionals and leaders are thinking (and afraid to say aloud). From our vantage point as conference speakers’ there are two significant concerns. First, participants look as if they are always seeking a “quick fix” rather than a sustainable solution. This is very disconcerting since workplace learning efforts are a process not a “fix”. Read the rest of this entry »
(Article initially published through ASTD Links Newsletter January 2013)
Underlying every business concern is a fundamental question all leaders ask, “What do we need to do better?” Ultimately, corporate survival depends on how well they can answer this question. At first glance this appears as a non-threatening question but it is a challenge to answer properly. If you don’t believe me, try providing a concise answer. Not so easy, right?
In a recent interview an industry-reporter recently asked me a couple of interesting questions that I thought I would share with you. The questions asked to me were, “What else would you do if you weren’t involved with learning? What would you improve about yourself and Your L&D Approach?”
I wanted to share my responses with you not to only demonstrate that I practice what I preach (more than other sector-experts claim) but to also to encourage you to self-reflect as well. It is truly a very introspective exercise and will help you to improve something as learning professionals we are expected to do.
So, here are my answers. Read the rest of this entry »
Ok, so hold on for my rant. I plan to be ranting for a few posts so you may want to revisit in the coming weeks to see what is annoying me to no end. I am VERY annoyed! I am annoyed for a few reasons and if you are involved in some way with employee performance and development you need to here this and/or be annoyed too.
In this post, I am embarrassed about how learning professionals shirk their responsibility to be learners themselves. I am shocked that those with the responsibility for learning within organizations (and even in academia) fail to challenge what they know and make no attempt to discover what they don’t know. Read the rest of this entry »
(This article is originally published by TrainingIndustry.com June 13, 2012 http://bit.ly/KuJe7N)
So, here we go again with another problematic methodology called “return on expectations” (ROE). Just when training professionals are in damage control with the disappointment of “training ROI,” out of the woodwork, comes another “quick-fix” and repackaged methodology trying to demonstrate training impact on business objectives. ROE, however, is a more elusive and misleading approach compared to others that came before. Read the rest of this entry »