1.5 - About University

Level ofvaluationA. PreparationB. The learningeventC. Follow-throughResults➊Identify theorganizational goal, andthe gap between presentand desired goalachievement.➑Measure business results,and estimate thecontribution training hasmade to these results.PerformanceLearningReaction➋➌➠ ➠Identify performancetargets (behaviors)required to meet thebusiness goal, and assessthe gap between presentand desired employeebehavior.Identify the knowledgeand skills (K&S) neededto meet performance targets,and identify thegap between present anddesired K&S.➠➍Select and develop alearning event that willbuild the required K&S.➐➏➠ ➠ ➠Support, coach, andmeasure performanceagainst targets. Removebarriers; rewardperformance.If practical, test to assessthe level of post-learning-eventK&S. Comparewith pre-learning-eventfindings.➠➎Gather participant reactionsat the end of thelearning event.H OW TO USE THIS LEADERSHIP TOOL“No one knows how much time [leaders] in future organizations will spend reflecting, modeling,and designing learner processes. But it will be a great deal more than was spent in the past.”—Peter Senge, THE FIFTH DISCIPLINEResearch shows that your continued involvement as a leader is crucial in translating participants’learned ideas and skills into organizational results. Critical elements for getting resultsfrom training investments include:✔✔✔Link training to organizational or business needs. [☛ 3.1 Strategy]Meet with participants before the training event to clarify why the training is needed,what results are expected, and what follow-through coaching and support will be provided.[☛ 13.1 Coaching]Meet with participants after the training event to discuss their learning, their concerns,and how they will be applying their new knowledge and skills on the job.SECTION 14 TOOLS FOR LEARNING 435