As previously described, the flow is to go from 'current state' over 'inspiration' to 'action'. Those are symbolised in the workshop handout with the magnifying glass, the 'lightbulb' moments and the action plan respectively. The workshop was a tryout of this action based method, and worked well. It would have worked even better if the morning keynotes had not gone over time, rippling through the entire first day and making my workshop effectively half an hour shorter. Oh well, here is all the material you need to repeat it back at your work. First let people come up with one or more concrete learning initiatives they want to provide evidence of impact for, then inspire with a lot of alternative models and metrics and related table discussions so people get 'lightbulb' moments, and conclude with an action plan. All corporate learning might as well not have happened unless performed, and this workshop is no exception to that harsh rule.
The workshop was loosely based on the content of the previous blog articles on impact of learning:
- Part I - Kirkpatrick and friends and enemies : The current pragmatic 'state of the art' is to apply half of the Kirkpatrick model. Trends and insights within the 50 years that followed the initial model suggest we might rethink evaluation of learning.
- Part II - Divergence: so much to potentially measure : In the next post of this reflection, we'll take a hike along various approaches and models for tracking or proving impact of learning and have a short thought on each of them.
- Part IIIa - Convergence: a suggestion for the pragmatic and one for the revolutionary : I'll make a suggestion for 2 rough and draft models. One for the pragmatic that tweaks the dominant Kirkpatrick model,
- Part IIIb - ... and one for the revolutionary that throws it away and starts allover working backwards, holistic and adaptive.
No comments:
Post a Comment