Tag Archives: Four Levels of Kirkpatrick

Chemistry Teacher with Students in Class

Using a KPI to get the managers to protect the training investment

The biggest driver of them all to get success, change and impact in your organization out of a training event is to have your participant and their manager do pre-training preparation and post-training follow-up. As described in research by Robert O. Brinkerhoff (Telling Training’s Story, 2006):

Low focus on pre and post training activities

When the focus is on the design and development of the training itself the success rate of the training is around 15%. Continue reading

Never start at Level 1

Start with 1?This isn’t going to be a tirade of criticism like the last post but more of a reflection of how I think most people uses the Four Levels of Kirkpatrick, namely wrong. I’ve heard the following quite a few times:

“Yeah, we do course evaluation but we’ve only come as far as Level 1 and 2.”

So what’s wrong with this? Of course it’s very much easier to just measure what people think of the course (Level 1) and what they’ve learned (Level 2) than mess with change of behavior (Level 3) and result (Level 4). And of course people tend to do what’s easy instead of doing what they should do. Continue reading

Why this focus on learning and training mr Kirkpatrick?

I really do like the ideas in The New World Kirkpatrick Model but there are some things that are contradictory or just seem wrong. Most of us have seen the old 4 levels of yore; Level 1: Reaction, Level 2: Learning, Level 3: Behavior and Level 4: Results. What strikes me as odd is that they are not really grounded in today’s world of performance change, even though they’re called “The New World Kirkpatrick Model”.

Why? Most of Kirkpatrick’s critics look at that Level 2 heading and goes “Ah, it’s all just about training. Ignore and move on…”. I know that the method was developed with training measurement as its focus but it shouldn’t be that anymore and least of all when it’s called “New World”.

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Update of the input-output alignment model

In the post Aligning inputs and outputs of a change campaign I mentioned that I used the Kirkpatrick Four Levels as an inspiration but it wasn’t really clear in what way. I have therefore updated the model to show where the levels are and how to view them within a change process, campaign or project.

What we start with is the below picture that shows all inputs aligning and building upon each other to support that one specific output and end-result.

aligned-inputs-outputs

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