Training Industry Magazine - July/August 2019 - 21

In reality, there always remains a number
of factors that influence results. With a
reasonable investment of resources, you
can show the relative contribution of
multiple factors, and create a culture of
collaborative success.
A simple way to connect training to
organizational results is to survey training
graduates and their supervisors on what
factors have contributed to their success.
For example, supervisors could be asked
what factors they felt were most
important in reducing turnover of their
direct reports. They could be forceranked, or respondents could select all
that apply.
Responses could include:
* Skills learned in leadership development
training
* Regularly scheduled team meetings
* Supervisors taking a personal interest
in their direct reports
* Support from human resources
* Technology and tools available to
employees
* Company reward systems
* Office environment
* Company culture/values
Then, respondents can be asked to share
a story related to how one or more of
these factors contributed to their success.
The responses to these questions show
the value that training brings to the

company overall and highlights other
important factors contributing to the
company's success, giving credit where
credit is due, and contributing to a teambased approach to success.
If Alisa had asked such a question, she
might be able to tell a story like this:
Alan, a new leader, participated in the
leadership development program. He
learned how to conduct an effective
meeting and was asked to hold weekly
team meetings. At first, he objected that
no one had time to attend and meeting
attendance was sporadic. The program
he was spearheading experienced a
delay, which cost the company money.

SPEND LESS TIME TWEAKING
THE TRAINING PROGRAM
AND MORE TIME ON
WHAT OCCURS BEFORE
AND AFTER IT.

With some management pressure, Alan
began holding regular meetings. Through
team discussions, misunderstandings that
were slowing progress were addressed
and resolved - and the delayed program
was finally launched. Client response was
favorable, and a key client increased their

purchases by 10% because they were so
pleased with the new offering.
Alan treated his team to a pizza lunch on
Friday, and presented a variety of awards
that were both serious and humorous in
nature. Suzanne, a team member, said, "I
would never leave a great team like this."

TAKING THE FIRST STEP
Creating a Level 3 plan can seem daunting
for those who have never done it before.
Here are a few tips to get started:
* Select one important initiative, and use
it as a pilot.
* Find an executive sponsor, and share
this article with them.
* Create a committee to support the pilot.
* Spend less time tweaking the training
program and more time on what occurs
before and after it.
Invest your time in building a process
during the pilot. As a result, subsequent
programs will be both faster and easier.
By following the tips and tricks outlined
in this article, you will soon find yourself
building and implementing Level 3 plans
for all major company initiatives - and
reaping the benefits.
Jim and Wendy Kirkpatrick are co-authors
of "Kirkpatrick's Four Levels of Training
Evaluation." Email Jim and Wendy.

T R A I N I N G I N DUSTR Y MAGAZ INE -LEARNING ANALYTICS 20 19 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

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http://www.kirkpatrickpartners.com https://www.trainingindustry.com/magazine

Training Industry Magazine - July/August 2019

Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2019

Learning Analytics: Table Stakes for Business Success
Table of Contents
Let's Build a Measurement Practice for L&D
Brain-Based Learning Analytics and Evaluation Practices
Who [Else] Cares About Learning Impact Data
Justifying the Investment in Leadership Training
Is Training Analytics Smoke and Mirrors?
Leveraging Analytical Tools to Transform L&D
Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Was It Worth It? Measuring the Impact and ROI of Leadership Training
How to Make the Transition to a Data-Driven Learning Culture
How Personal Skills AI Assistants Might Disrupt Corporate Training
Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Improving Instructor Impact on Learning with Analytics
A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Localizing E-Learning Programs for an International Audience
Learning Analytics Is More Than Data Collection
Using Business Data to Drive Training Objectives
Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Company News
Training Industry Magazine - July/August 2019 - Cover1
Training Industry Magazine - July/August 2019 - 2
Training Industry Magazine - July/August 2019 - 3
Training Industry Magazine - July/August 2019 - 4
Training Industry Magazine - July/August 2019 - Learning Analytics: Table Stakes for Business Success
Training Industry Magazine - July/August 2019 - Table of Contents
Training Industry Magazine - July/August 2019 - 7
Training Industry Magazine - July/August 2019 - 8
Training Industry Magazine - July/August 2019 - 9
Training Industry Magazine - July/August 2019 - 10
Training Industry Magazine - July/August 2019 - Let's Build a Measurement Practice for L&D
Training Industry Magazine - July/August 2019 - 12
Training Industry Magazine - July/August 2019 - Brain-Based Learning Analytics and Evaluation Practices
Training Industry Magazine - July/August 2019 - 14
Training Industry Magazine - July/August 2019 - Who [Else] Cares About Learning Impact Data
Training Industry Magazine - July/August 2019 - 16
Training Industry Magazine - July/August 2019 - Justifying the Investment in Leadership Training
Training Industry Magazine - July/August 2019 - Is Training Analytics Smoke and Mirrors?
Training Industry Magazine - July/August 2019 - 19
Training Industry Magazine - July/August 2019 - 20
Training Industry Magazine - July/August 2019 - 21
Training Industry Magazine - July/August 2019 - Leveraging Analytical Tools to Transform L&D
Training Industry Magazine - July/August 2019 - 23
Training Industry Magazine - July/August 2019 - 24
Training Industry Magazine - July/August 2019 - 25
Training Industry Magazine - July/August 2019 - Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Training Industry Magazine - July/August 2019 - 27
Training Industry Magazine - July/August 2019 - 28
Training Industry Magazine - July/August 2019 - 29
Training Industry Magazine - July/August 2019 - 30
Training Industry Magazine - July/August 2019 - 31
Training Industry Magazine - July/August 2019 - 32
Training Industry Magazine - July/August 2019 - Was It Worth It? Measuring the Impact and ROI of Leadership Training
Training Industry Magazine - July/August 2019 - 34
Training Industry Magazine - July/August 2019 - 35
Training Industry Magazine - July/August 2019 - How to Make the Transition to a Data-Driven Learning Culture
Training Industry Magazine - July/August 2019 - 37
Training Industry Magazine - July/August 2019 - How Personal Skills AI Assistants Might Disrupt Corporate Training
Training Industry Magazine - July/August 2019 - 39
Training Industry Magazine - July/August 2019 - 40
Training Industry Magazine - July/August 2019 - 41
Training Industry Magazine - July/August 2019 - Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Training Industry Magazine - July/August 2019 - 43
Training Industry Magazine - July/August 2019 - 44
Training Industry Magazine - July/August 2019 - 45
Training Industry Magazine - July/August 2019 - 46
Training Industry Magazine - July/August 2019 - Improving Instructor Impact on Learning with Analytics
Training Industry Magazine - July/August 2019 - 48
Training Industry Magazine - July/August 2019 - 49
Training Industry Magazine - July/August 2019 - A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Training Industry Magazine - July/August 2019 - 51
Training Industry Magazine - July/August 2019 - Localizing E-Learning Programs for an International Audience
Training Industry Magazine - July/August 2019 - 53
Training Industry Magazine - July/August 2019 - 54
Training Industry Magazine - July/August 2019 - Learning Analytics Is More Than Data Collection
Training Industry Magazine - July/August 2019 - 56
Training Industry Magazine - July/August 2019 - Using Business Data to Drive Training Objectives
Training Industry Magazine - July/August 2019 - 58
Training Industry Magazine - July/August 2019 - Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Training Industry Magazine - July/August 2019 - Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Training Industry Magazine - July/August 2019 - Company News
Training Industry Magazine - July/August 2019 - Cover4
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