Kirkpatrick Partners hears this all the time: Levels 3 and 4 are
too hard! Many learning professionals believe Level 4 is out of
their reach, and are even intimidated by Level 3. Both of these are
unnecessary apprehensions that will prevent maximization of program
impact, and could even jeopardize careers.
There are many simple and effective ways to cross the bridge from
the comfortable, familiar territory of Levels 1 and 2 to the
strategic realm of Levels 3 and 4. Here is one to try:
Query past training participants three months after the conclusion
of training and ask:
• To what degree have you applied what you learned from
• If you have, what factors have led to your successful
• If you have, what are any early indications that your
efforts are creating positive impact?
• If you have not applied what you learned, what are
• What additional training, education or support do you
need to move ahead?
You can administer these through a questionnaire (as is), survey
(with drop down boxes with possible answers), one-on-one interviews
or group interviews. It is best that you do this in situations
where there has been structured support and accountability.
You can also ask similar questions of supervisors to capture their
Read the original article on training "defaults."