Is training evaluation important?


Absolutely! The goal of evaluation should never simply be to prove the value of the training, but rather to improve the training itself. If the results of any training were not being measured, how would you know if the training is actually providing value?

Evaluation presents a training provider with the opportunity of discovering what is working and what isn’t and then making the necessary improvements to the training programme.

How can you ensure that trainees apply their learning post training on the job?


Build whole organization responsibility for training impact. There needs to be commitment from all training stakeholders. This involves commitment from senior executives, managers of trainees, training leaders and the trainees themselves. A learning process must be designed to ensure alignment and focus before, and performance improvement support after, the event.

In their book “Courageous Training,” Tim Mooney and Robert Brinkerhoff reference their High Impact Learning-to-Performance Model as follows:

  • Create focus, alignment, and intentionality
  • Provide quality learning interventions
  • Support performance improvement
  • Observe results

What is experiential learning?


J. William Pfeiffer highlights that experiential learning occurs when a person engages in some activity, looks back at the activity critically, abstracts some useful insight from the analysis, and puts the result to work.

With experiential approaches- those that primarily stress active participant involvement versus passive receptivity- the learning is presumably internalized more effectively.

How do you motivate learners to follow your instructions?


Teach skills, practices as well as principles. The practices are the “what to do’s” and the principles are the “why to do’s.” If learners understand both the practices and principles they will feel a true sense of empowerment. If practices are taught, but the principles behind them are neglected, one will find that your learners become dependent on you for further instruction.

The Applied Learning Method promotes intensive participant involvement. If learners understand exactly how to practically apply any instructions that are provided, then the rate of them actually applying those instructions will be greater when they go back to their working environment.

There must always be a close identity between the elements in the learning environment and the learner’s practical environment. This will enable the greatest degree of transfer of learning to take place where individuals would want to follow your instructions.

Social reinforcement includes giving praise, recognition and encouragement to learners. This type of reinforcement is what shapes the human personality and approval. If delegates follow instructions, they are rewarded. In this way, rewarded behaviours are likely to be repeated. This will motivate and lead to the attainment of the desired behavior by learners.