Evaluation of learning and development

As well as measuring the impact of training, a recent article published on the Fitzpatrick website, argues that organisations should also measure the commitment and confidence of participants to apply what they learn. The article suggests that using new ideas and changing behaviour at work requires confidence and commitment. Just as perhaps changing ones dress style or appearing for the first time in public with a radical new haircut, changing to new behaviours can be daunting and requires courage.

You can ask people to rate how committed they feel about applying learning at the end of a workshop and we at Interaction always do this. Because our programmes are highly active participants have a chance to try out new behaviours and ideas and gain confidence through practising before they return to work. The challenge is whether the workshop accurately reflects work so we take time to understand our clients to make sure that our programmes truly reflect reality.

Here’s more about how we do this.