Santiago Valdovinos’ Post

In today’s fast-paced work environment, it’s crucial to ensure training programs are not just conducted but truly effective That’s where the Kirkpatrick Training Model comes in—a step-by-step framework that helps ensure training actually makes a difference. So, what are the four levels? 1️⃣ Reaction: Start by gauging participants’ initial thoughts. Did they find the session engaging and relevant? Their immediate feedback helps tweak content and approach for future training. 2️⃣ Learning: Now, check if real knowledge transfer happened. Did they gain the skills or insights intended? Testing or discussions right after training can be a quick way to confirm. 3️⃣ Behavior: Beyond knowledge, are they applying what they learned? Observing actual behavior on the job is where theory meets practice. True success shows up in how they perform day-to-day. 4️⃣ Results: Ultimately, how does training impact the organization? This level ties everything back to business goals, looking at productivity, quality, or efficiency gains. Using the Kirkpatrick Model means linking training with outcomes that matter—not just “did we complete it,” but “did it change us?” Let’s make training more meaningful, impactful, and aligned with our goals!

Most training programs fail because they’re designed to be completed, not remembered. But when employees actually finish their training—and learn something—they’re: ✅ More productive ✅ More confident in their roles ✅ More likely to stick around The ROI of good training isn’t just measured in completions. It’s measured in performance, retention, and growth. How is your team measuring success in training?

The point of building a learning culture in an organization is not just to promote individual skill training. The purpose of a learning culture is to enable collective learning about our organizational strategy, customers, products, competitors, and technology. How have you seen a strong learning culture influence an organization's ability to adapt?

In my role as Chief Solutions Officer Elatra, I constantly explore how Learning & Development programmes can evolve to deliver better ROI and have a stronger impact. 🚀 Today’s L&D programmes challenges: ❌ A one-size-fits-all approach that doesn’t cater for individual needs and objectives. ❌ Issues with knowledge retention due to the lack of practical application and reinforcement. ❌ Learning that often does not translate into actionable skills or improved performance. Integrating professional coaching into learning programmes can effectively address these issues, enhancing the relevance and impact of training. The future of L&D with coaching: ✅ Tailored learning experiences to suit the unique needs and styles of each employee. ✅ Bridging theory and practice by supporting the practical application of new skills. ✅ Fostering accountability by maintaining a focus on goals. ✅ Helping employees overcome fears and build confidence. ✅ Aligning personal goals with the strategic objectives of the organisation increasing the relevance and impact of training. What is your opinion on integrating professional coaching into corporate learning programs and trainings? Let's discuss in the comments 🔽

So much training that employees go through fails to produce lasting change. Here are the 3 things to look for when identifying the highest-impact development opportunities and training programs for your team: 1: Alignment with Individual, Departmental, and Organizational Goals: Is it aligned with individual, departmental, and organizational goals? The learning outcome must contribute to the employee's role and their overall growth and add value to the organization at every level. 2: A Clear and Measurable Outcome: Does it have a clear and measurable outcome? The employee should have a clear understanding of what they will gain from participating in the program. Otherwise, they won't get much out of it. 3: A Focus on Developing Concrete Skills: Does it have a clear focus on developing concrete skills? Training is most effective when it helps employees develop specific and valuable skills rather than teaching abstract concepts and theory.

Just finished the course 'Creating a Culture of Learning (2020)'. ✅ ✅ #learningdevelopment #organizationalculture #lifelonglearning

Let's face it—training is expensive and can take months to build, iterate, and launch. Here are some cost-effective engagement ideas that may be equally or even more impactful... (this is especially true if we aren't sure of the root cause of the issue we are solving) These techniques may not replace a formal training program, but they can help maintain momentum and begin driving the desired changes while you work on the bigger picture. What else have you tried?

We often put a lot of energy into formal learning—such as workshops and training sessions—but sometimes what we really need is to focus more on performance support. This is often what the business needs and wants, but they too fall under the same notion - that the classroom, e-learning or knowledge dump is what's missing. And while structured training has its place, the key is knowing when to apply formal learning and performance support solutions. Here's a quick summary of when to use each approach: Formal Learning- When introducing new concepts, skills, or knowledge that requires a structured approach. This is often used for foundational training, compliance, and initial skill development. Performance Support- When employees need practical tools, resources, and guidance to apply what they have learned and improve their performance on the job. This includes on-the-job aids, coaching, feedback, and access to resources that help in real-time problem-solving. So, let’s think about how we can shift some of our focus towards providing more on-the-job support and less on formal learning. It might just be the tweak we need to make a bigger impact.

🤔 Sunday Discussion! 🤔 What are your go-to best practices for corporate training? Share your insights and experiences in the comments below! Whether it's fostering a culture of continuous learning or leveraging innovative technology, we want to hear from you. Let's learn and grow together! 💬📚 #CorporateTraining #BestPractices #LearningAndDevelopment #SundayDiscussion

A common misconception about training and development needs to be clarified. ✳️ Here are a few key points to consider: • Expertise requires ongoing practice beyond initial training.    • Structured processes are essential for effective development.    • Continuous learning is more impactful than one-time sessions.    • Holistic approaches are necessary; training alone can't solve performance issues.    • Align learning and development efforts with business goals.   #LearningAndDevelopment #Training #Continuouslearning