Training Crimes: Evaluation
In this concluding episode, we consider the topic of evaluation. DPG are the UK partner for the Kirkpatrick Programme so this is a topic which is close to our hearts.
No Alignment to the Business
This is one sure-fire way of making sure a training initiative falls flat on its face. You’d assume that aligning a solution to the business should be done at the beginning of the process and you’d be right in making that assumption. Starting with the end in mind from the offset is a good thing to do. Consider what the initiative is setting out to achieve and what measures could be used. It’s those that will help you demonstrate the value of the work that’s been done and the progress that’s been made to stakeholders.
No measurement of the impact of training
Time and money is precious. How do you know the investment has been worthwhile? How do you know that it’s been a success? Our Kirkpatrick Programme here at DPG is designed to help people measure the true impacts of the work done by L&D on many levels. You can find out more about that here.
Bribing the delegates
Feedback is crucial. If you truly care about making approaches to learning the best they can be, honest feedback is essential. It’s not about getting the best scores on the happy sheet! Take time to gather and assess the feedback you get from those making use of the learning on offer. These are your customers who will give you clues on how to make what you do even better for the future.
To get better at evaluating learning initiatives, you can find out more about our Kirkpatrick programme here.
What do you think? Have you come across these crimes before? What other crimes happen when it comes to evaluation can you think of? How can we avoid them?
I’m interested to hear in the comments below….