The Problem With The Kirkpatrick Model of Evaluation
I’m almost scared to say it, but I have a problem with the Kirkpatrick model.
Specifically, I have a problem with the structure of the four steps of evaluation.
The steps are:
Level 1: Learner Reaction
Level 2: Learning
Level 3: Behavior Change
Level 4: Results
Here’s my problem: I think the order should be flipped.
Think about it this way:
1️⃣ Level 1: Learner reaction - I don’t care that much about learner reaction.
- Learners aren’t experts in gap analysis.
- They don’t know your needs analysis.
- They aren’t instructional designers.
Sure, it’s nice to know what they thought, but it’s not vital. It shouldn’t be the foundation of evaluation.
2️⃣ Learning - Of course, knowledge is important.
But, KNOWING without DOING is a huge problem in leadership dev.
I don’t care if my leaders KNOW about GROW coaching, if they’re not APPLYING it.
3️⃣ Behavior Change - This is where it gets interesting.
Look at the before and after: Have leaders’ behaviors changed? Have leaders improved?
This is a more accurate reflection of “learning” anyways.
4️⃣ Impact - This is the “why” behind leadership development.
Really, you should START here. You should begin with the end in mind.
What is it that you’re trying to affect? And why?
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Don’t start with your learners’ reactions. Start with the results you want to achieve.
Then, measure your effectiveness at changing those behaviors.
Then move to learners’ reactions.
Flip the model and get results!
That's how we do it at LEADx! leadx.org/preview/
Пікірлер: 9
This is what I am looking for... Good Job 👍
@LEADxLife
Ай бұрын
Thank you!!
🎯 Key Takeaways for quick navigation: 00:00 🔄 *Kirkpatrick model's structure is criticized, particularly its four levels of evaluation.* 02:19 🎯 *Level one evaluation (learner reaction) may not be very informative as learners may not fully understand program goals or design.* 03:14 📊 *Level four (results) should be prioritized, focusing on measuring the impact on desired goals and objectives.* 04:51 🔄 *Suggested restructuring of the Kirkpatrick model: prioritize results (level four) as the first step, followed by behavior change (level three), learning (level two), and learner reaction (level one).* Made with HARPA AI
As far as I know this is how it is applied… in the reverse. We ask what business result are we looking for before we even begin to create the program.
@LEADxLife
5 ай бұрын
That's what we would have thought too. But our 2024 Leadership Development Benchmark report indicates otherwise. Only 22% of leadership development professionals measure business impact and just 39% measure behavior change. Meanwhile, 86% measure learner reaction.
@michaelpersad868
5 ай бұрын
@@LEADxLifewow… interesting. This highlights the importance of these reports.
@LEADxLife
5 ай бұрын
@@michaelpersad868 Agreed! You can check out the report here if you'd like! leadx.org/the-leadx-leadership-development-benchmark-report/?
You are correct it is NOT valid and this has been undeniably proven and documented. Good podcast!
@LEADxLife
Ай бұрын
Thanks!! :)