The Learning Culture in your organisation is a central player in enabling training and development to be successful, but before we explore Learning Culture we need to understand what training success really means.
In the end organisations invest time and money in training and development to support achieving organisation strategies and…
Since 2012 ODI has deployed Kirkpatrick Four Levels (R) in the design and evaluation of each programme it has delivered. Information about each of the four levels – L1 Reaction, L2 Learning, L3 Behaviour and L4 Results - has been collected in a consistent way across each programme; providing a…
Sticky learning is a new buzzword in the training lexicon. It is turning up quite a bit in tender documents and elsewhere. Google searches pull up many pages indexed to that term. One entrepreneurial training provider even claims trademark registration for it – so others might need to be a…
Many see Competencies (or Capabilities) Frameworks as something HR does that adds complexity but no value to the organisation – they see a sideshow that is of no real use to the business. This is an unfortunate view, but it is one that prevails; largely because many frameworks are not…
All organisations have a reason for being. Smart organisations are clear about what that purpose is and have strategies in place to achieve it, and measures in place to tell how well they are doing.
Some organisations engage in Organisational Development (OD) – aligning all of the elements of the organisational…
We've known for a long time that simply attending a training course is not enough to make a difference at work. Participants need to start the learning cycle before attending a workshop, and they also need to be supported after a workshop to apply what they've learned.
We know that if…
As we work more closely with our clients we are learning just how fragile many workplace climates are when it comes to the application of new skills and behaviours at work. And our Kirkpatrick evaluations tell us that if the nest is not ready the fledgling will not thrive.
Let me…
How do you achieve desired business outcomes from training? This is a central question for any organisation and the answer lies in analysis, planning and design of learning solutions in conjunction with an experienced learning and development specialist.
At one end of the spectrum, you can simpply send individuals to ad…
Our Kirkpatrick tools and methods, and I think common sense also, tell us that if organisational training and development do not result in new skills or behaviours applied at work they are simply waste. In my many engagements with organisation clients and learners I have never been offered a counter-argument…
Training is big business. It costs money and time, both of which are covered mostly by the employer, and only sometimes by the employee. Some organisations spend upwards of 2% of their annual payroll on training; that is the equivalent of an extra week's pay for everyone.
Participating in training is…