Unlocking the Secrets of Learning Impact: A Journey Beyond the “8 out of 10” with Donald Kirkpatrick

"Unless that training gets used on the job, it’s really worthless."

– Donald Kirkpatrick

Ah, the elusive "8 out of 10." If you've ever been in the learning and development sphere, you know that this digit has a mystique of its own. But let's have some real talk: Does an 8 tell you anything beyond "Hey, we didn't mess up!"? Grab your lab coats and detective hats, learning aficionados; we're diving into the scientific nitty-gritty of evaluating the true impact of training!

Why Your Traditional Feedback Forms are Like a Netflix Trailer (Spoiler: They Don't Tell The Whole Story)‍

So, you’ve held a training session. Attendees scribble their feedback. The forms tell you that they loved it! They rate it an 8 out of 10! You pump your fists into the air, right? Wait up, though; are we celebrating too soon? While those 8's can bring a smile to your face, they're often as misleading as a rom-com plottwist.
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Enter the scene: Donald Kirkpatrick, the Sherlock Holmes of Learning Evaluations. Back in1953—yes, last century —this professor from the University of Wisconsin introduced a Four-Level Model that still holds its weight in gold:

1. Reaction: Did they like the bagels and the PowerPoint slides?

2. Learning: Did their neurons fire and wire together?

3. Behavior: Are they doing the Macarena or the intended procedure back at work?

4. Results:Is the cash register singing, or are we hearing crickets?
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‍Unveiling the Hype: The Siren Call of the '8'‍

You see, the problem with an '8' is twofold:

1. The Halo Effect: Just like in school, an '8' often means 'well done.' So, people think it signifies true success.

2. TheIntention Trap: High scores make us believe that the attendees will *actually*apply the learnings. Spoiler alert: Life isn’t a Disney movie.

Turn up the Heat: Get Spicy with Level 2 and 3

In our first episode of the *No More Boring Learning Podcast*, we dissect these very layers, starting with Level 2: The Learning Matrix. Here, you're not just patting yourself on the back; you're assessing actual skill and knowledge acquisition. How? Maybe throw in some real-world simulations or even a quiz (make it fun, though).

Next up isLevel 3: Where the Rubber Meets the Road. Have your learners actually changed their behaviour on the job? Best to call in the pros for this—supervisors or QA teams. Now we're not just teaching; we're changing lives, people!

TheGrand Slam: Hitting It Out of the Park with Level 4

Now here's where things get Oscar-worthy. Did your training impact the business outcomes?If you're nodding at this stage, congrats, you've hit the training equivalent of a grand slam. Level 4 takes courage; you're not just playing in the sandbox anymore. You’re transforming businesses.

A Tale from the Trenches

Consider a car manufacturer with waning customer loyalty. They trained service advisers in customer-centricity. Fast forward: the customer loyalty score turned around, and cars began flying off the lots! It wasn't the '8 out of 10' in the feedback forms that brought success; it was the comprehensive, Level 4 evaluation.

Busting the Myth: Don’t Be Blinded by the Light

In our fast-paced world, it’s easy to get seduced by quick wins like high Level 1 scores. But we can't be like Icarus and fly too close to the sun. If we aim for the stars with Level 4, we're not just trainers; we're catalysts of real, impactful change.

So, tune into the first episode of the *No More Boring Learning Podcast* where we unravel how to aim for the sky and not just the treetops. Why settle for an '8' when you can hit a home run? 🚀

Ready for aride through the galaxy of effective training? Buckle up; it’s going to be an illuminating journey! 🌌

Jeanne Bakker

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