Having just completed Workshop 8 on Evaluation, I thought this was a great article on going beyond the 'happy sheet'. Printing a copy for my team meeting tomorrow as this is definitely and area we need to improve :-)
http://www.trainingzone.co.uk/feature/superheroes-ld-episode-1/185523
Comments
Thanks Craig - we have considered the electronic option but sadly although this would be my preference I do not have the authority to put this into place, however, hoping that some upcoming discussions with manager may influence some change. Like the summary session idea :-)
Hi Rachel
I feel your frustration that some people don't add comments to their scores especially when they are low. Short of tying them to their chairs and not letting them go until they've given a full explanation there is little you can do. Although there are a couple of options that you could try these being:
Rather than getting them to fill a form in there and then as most people just want to get away you can send them an electronic form with manadatory fields to fill in to return to you. (Again not everyone will fill them in and return them).
As part of a summary session or prior to the close get them to fill the forms in and facilitate some of the key areas raised and flipchart them to take away thereby giving you the information you need and the key improvers
Hope this helps and don't give up :-)
Today I'm feeling really negative about the whole happy sheet approach! I've just co-delivered 4 sessions over two days to Managers at the Commonwealth Games in Glasgow and although the majority of the feedback from the happy sheets was positive and highly scored, I have to admit, that I am one that dwells on the lower scores and comments and find it frustrating that a couple had scored lower (with no explanation inserted into the comment box) around the statement "I was given ample opportunity to get answers to my questions"...how can this be when they were encouraged to ask questions throughout at the beginning, asked 3 times throughout the session if they understood/any questions and I even purposely asked this as an open question, then again asked at the very end of the session! What else can I possibly do! Same with the "my learning was enhanced by the knowledge of the facilitator" if you are not asked anything or answer everything fully, know your material inside out, not referring to notes throughout...and this is scored lower?? I'm finding the whole process frustrating and demotivating! (you can probably tell by the use of exclamations lol). I know that I should put this into perspective as the majority of the session was scored high and positive comments but.....
Well Craig after our session a couple of weeks ago I hope you're ready to come out of the 'comfort zone' and help share some inspiring stuff. I'll drop you a note with some thoughts but I'm sure you'll have lots already.
Rachel in terms of the whole happy sheet approach I challenged this approach within my old workplace as the only evaluation that was completed was a happy sheet that focused purely on the trainer. Evaluation starts right at the beginning and indeed forms part of the Learning Needs Analysis which determines if training is the actual solution.
If training is the solution then the results i.e desired change needs to form part of the evaluation and be clearly measured against performance outcomes. Otherwise what's the point? Training for training's sake with no clear business benefit...
Just to throw the cat amongst the pigeons here is an interesting article from one of my 'heroes' Dan Pontefract
We Don't Do Training Anymore
This certainly challenges the traditional approach to workplace training and I wonder how our evaluation strategies need to evolve to be of value if these sorts of approaches are adopted?
Craig I may very well take you up on that offer! Evaluation was thankfully on our team meeting agenda last week so I'm looking forward to hearing more of my managers plans for this and hope I can help take it forward :-)
Thanks for your offer, and I look forward to hearing more on your blog!
Hi Mike
Sounds scary as a blog virgin but as a superhero happy to tackle the challenge :-). Would be happy to discuss in more detail.
A great story and fab to meet a real life super hero Craig ;)
I'd love to hear more from you on where things are now and what changes have happened since this article?
A blog maybe?
Hi Rachel
As the aforementioned Superhero in the article I hope you find it useful in your workshop. If you would like any further help or support in achieving what is probably the hardest part of the training cycle then more than happy to discuss.
Kind Regards
Craig
Hi Rachel,
Thanks so much for sharing this - I LOVE the superhero analogy! Workshop 8 is really great for highlighting the need for thorough and considered evaluation; and there's a whole world of information out there on the subject, so pieces like the one you've shared really help to hone the focus and realise what needs to be done - and, more importantly, how it can be achieved!
Training Zone (where you found the superheroes piece) is a fantastic forum for intelligent discussion around evaluation, from the concept and methodologies right down to the logistics. Always good for inspiration!
To get you started, here are links to a couple of blogs I wrote on Training Zone and the DPG Community around evaluation:
http://community.dpgplc.co.uk/profiles/blogs/evaluation-between-the...
http://www.trainingzone.co.uk/blogs-post/roi-or-roe-part-2-collabor...
Happy evaluating! :)
Lucy