Presenting Training Evaluation Results

Know thy audience. When you develop training, you do your best to make it audience sensitive. The same treatment should be afforded the planning of an evaluation or research results presentation. Some of the obvious audience questions to ask and answer are:

•Is the audience all decision makers?
•How do they like results communicated?
•What sorts of presentations have they given “10s” to in the past?
•How do they respond to displays of numbers? Tables? Graphs? Charts? Continue reading

How to Conduct Training Evaluation

We recently asked a number of HRD research consultants, evaluation specialists and communication experts to share some words of wisdom on two key show-and-tell questions: “What is the best way to present research results to management?” and “Is there any special knack to presenting bad news outcomes?”

As you would expect of a question containing the phrase, “What is the best way to…,” we received a lot of “it depends” answers. The most frequent “it depends” we heard revolved around the issues of purpose and audience. Continue reading

Training Evaluation on Behavior Modelling

How to set up, run and evaluate a training program based on behavior modeling principles. At St. Luke’s Hospital Center, 108 supervisors have improved their skills, thanks to behavior modeling. The program is so successful that some of us have spent our va¬cations offering the technique at other organizations. Employees of an international insurance company, a multinational shipping firm and more than 20 health care institutions have benefited from our classes alone, and dozens of large and small consulting firms now offer supervisory training that utilizes behavior modeling techniques. Continue reading