Learning is Creation, not Consumption. Knowledge is not Something a Learner Absorbs, but Something a Learner Creates
George Couros
SUMMARY
Just finished an excellent LinkedIn Learning course by Ajay Pangarkar regarding Kirkpatricks model for evaluating the results of training and learning programs. I am really impressed with all the LinkedIn Learning courses I have completed thus far. This course is packed full of useful, practical guidelines that can easily be applied to measure learning effectiveness at any level.
Takeaways
- Always tie survey questions to behavior and performance for level one assessments
- Apply benchmarking or pre-testing to gauge knowledge before, during and after training. Remove redundant information.
- Use microlearning and job aids following training to drive behavior and attitude changes
- Utilize experiential learning to make learning engaging, to gather immediate data and provide valuable “just in time information”
- Use improvement data to motivate learners. Share successes with them.
- Use coaching and mentoring to track behavioral change
- Measure, measure, measure your KPIs at all points during the learning process. These key metrics will provide valuable data for informed management decisions.
PERSONAL application
- Build training programs around frequently asked questions.
- Leverage existing tools (sandbox or testing environment) to benchmark participants during or prior to training utilizing realistic use case scenarios or problems.
- Ask top performers to share their success stories
- Identify knowledge champions to mentor and train others. Develop a resource list for cross training and backup support.
- Encourage managers to develop and track learning and knowledge metrics into their individual performance plans