4.58 Reverse the traditional training evaluation model

I feel we need to radically revisit the 'conventional' evaluation model.
Often attributed to Kirkpatrick, and with many variations, the linear reaction, learning, behaviour change, organisation effect model has a lot of value.

For me, it should, in the Covey mindset, 'start with the end in mind'.

How about this:

1. Precisely what sustainable changes do we seek after this that can be directly attributed to this programme?
2. What specific, and different improved performance behaviours are required to create the impact changes we seek?
3. What specifically does each individual need to learn that will create the platform for the enhanced behaviours sought?
4. What is the most efficient and effective plan for each individual to learn the new behaviours?

This is a bit raw, and will be polished, but I hope you see where I am going with this...

A focus from the start on tangible attributable impact and measurable value.
Recognition that individuals with unique and specific needs require tailored attention not as a group to be shoved onto training courses.

Lots more besides, but I know your time is always tight.

Any thoughts?

 

A lot more on this and many other free downloads at my website: www.andrewgibbons.co.uk