What are some of the tools and methods that you use to track and report on training outcomes?

Quizzes have limited value for evaluating training. A quiz tests someone's knowledge. Yet knowing something is rarely the end goal for training. You train people because you want them to be able to *do* something. Here are some better alternatives: * Simulations: have learners demonstrate the skills in training. * Observations: watch learners use the skills on the job. * Performance: use metrics to evaluate learner performance on the job. LinkedIn Learning subscribers can get more evaluation techniques from this course on Measuring Learning Effectiveness: https://www.linkedin.com/learning/measuring-learning-effectiveness

I believe not only it helps you as the trainer. It will actually ensure that your delivering education and not just presenting material. People like learning when they actually understand what they are learning.

I agree that these can be somewhat limited in utility, however, I do think they can be useful to use throughout a training to help crystallize knowledge, to check how engaged participants are and to give real time feedback that can allow facilitators to make modifications in the moment.

In my experience, surveys help to gauge the effectiveness of my teaching over a quiz. Survey’s allow for the fine tuning of a message overtime through direct feedback from the end consumers. My belief is that value can only increase through better processes and feedback from your consumer.

Absolutely yes, but I would say even a little data can inform a lot. Don’t wait to dive into what data you have. You don’t have to have the bells and whistles to begin to understand and use your data.

You definitely need to know who took the training, how long they took it for, and which were the popular parts of the training. Most often, it won't be the bits that you thought were the best and that'll help inform your next training.

Data will help you identify trends that might help highlight areas for improvement, or by evaluating a change (or not) in trends after an intervention to evaluate the effectiveness of the training. But it should also be considered what the data ISN'T telling you - data analysis is very good at providing a quantitative picture, but what about qualitative? Use the data, but evaluate the individuals, evaluate outcomes. Sometimes the best data to have is that nothing untoward happened.

Feedback and testimonials are very different. Feedback - helps refine your offer - makes customers feel valued - don't take it too personally, whether good or bad Testimonials - valuable social proof - include them on your LinkedIn profile - include them in your posts One trick is to ask for a testimonial in the middle of a course - captures those who don't complete it - warms up those who will contribute at the end - makes the course feel more like a 1-to-1

Frameworks or systems are valuable for all your operations - helps you organise - focuses on what works and what does not - allows you to hand parts of your workflow to new hires

This is the most requested part of any training. I had people request these when I ran internal training at companies where I was employed full time. People appreciate the social recognition and a course is incomplete without it.

This is a bit old school in the age of dashboards - useful when employed by a company - HR departments in particular may want reports - check with the client what they expect in a report

You cannot change what you do not measure! Presenting data in a visually appealing, easy to digest way will always be an extremely important part of continuous improvement.