Making an Impact: 3 Ways to Create and Showcase the Value of Your Training Initiatives

Making an Impact: 3 Ways to Create and Showcase the Value of Your Training Initiatives

Are you facing challenges in effectively crafting and demonstrating the value of your training initiatives? Oftentimes, training departments are perceived as focusing solely on training as an isolated activity, rather than recognizing it as a vital contributor to on-the-job performance. However, training is instrumental in enhancing overall performance and measurably contributing to the organization’s most important outcomes. Here are three strategies to help you create and showcase the value of your training programs.

1. Begin with the End in Mind

Before embarking on any initiative or training program, it is important to have a clear understanding of the ultimate goal your organization aims to achieve. This encompasses the Level 4 Results, which is a combination of your organization’s purpose, mission, and financial objectives for sustained success. 

The wisdom of Donald L. Kirkpatrick rings true: “Trainers should start with the intended outcomes and then identify the necessary behaviors to achieve them. Afterward, trainers must pinpoint the attitudes, knowledge, and skills needed to bring about these desired behaviors. The final hurdle is to present the training program in a manner that not only facilitates participants’ learning of essential information but also elicits a positive response to the program.”

Make the Level 4 outcome the benchmark for all your initiatives. Aim to be able to clearly articulate how the proposed training will contribute positively to your overall mission or desired outcomes. By adopting this approach, you’ll seamlessly align your training endeavors with your organization’s strategic goals, laying the foundation for creating and showcasing the value of training initiatives before their implementation.  

2. Cultivate Value Before Attempting to Present It

The height of learning effectiveness emerges from post-training reinforcement, followed by pre-training activities. This understanding accentuates the importance of investing significant attention into Level 3 activities. The measure of a program’s value is the degree to which participants apply the insights gained from training in their job roles. This proficiency directly translates into elevated competence and enhanced on-the-job performance.

In the pursuit of maximizing organizational benefits, learning professionals should look to expand their roles to encompass Levels 3 and 4. This strategic expansion of expertise, engagement, and influence nurtures a comprehensive approach, working towards the creation of the highest possible value.

3. Construct a Compelling Chain of Evidence Showcasing Your Bottom-Line Value

The concept of the chain of evidence is crucial in bridging the gap between learning and business, shifting the focus from isolating training to integrating it within the broader organizational context. This unity becomes particularly important when aiming to achieve Level 4 Results, where the focus is on driving tangible business value.

The chain of evidence involves gathering both quantitative and qualitative data at all four levels of training evaluation. This process helps to illustrate how learning and reinforcement directly contribute to on-the-job performance, and lead to the desired business outcomes.

By closely collaborating with key business partners, workplace learning professionals can strengthen this chain of evidence. This collaborative effort underscores the value derived from working as a cohesive team towards achieving the organization’s overall mission.

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Additional Resources

Kirkpatrick Four Levels® Evaluation Certification Program – Bronze Level

FREE WEBINAR: Do You Have The Resources You Need For Key Program Success?

READ THE BOOK: Kirkpatrick’s Four Levels of Training Evaluation