1 Kirkpatrick model overview

The Kirkpatrick model is a framework that helps you assess the effectiveness and value of training programs across four levels: reaction, learning, behavior, and results. Each level corresponds to a different type of data that you can collect and analyze to evaluate the impact of leadership training. The model suggests that you should start with level one and move up to level four, as each level builds on the previous one and provides more evidence of training impact.

2 Level one: Reaction

The first level of evaluation measures the participants' reaction to the leadership training, such as their satisfaction, engagement, and feedback. This level helps you understand how well the training was received, delivered, and designed, and what improvements can be made for future sessions. You can collect data at this level by using surveys, interviews, focus groups, or observation methods, either during or immediately after the training.

3 Level two: Learning

The second level of evaluation measures the participants' learning outcomes, such as their knowledge, skills, attitudes, and confidence. This level helps you determine how well the training achieved its learning objectives and what gaps or challenges remain for the participants. You can collect data at this level by using tests, quizzes, assessments, or self-reports, either before, during, or after the training.

4 Level three: Behavior

The third level of evaluation measures the participants' behavior change, such as their application, transfer, and retention of the leadership skills and behaviors. This level helps you evaluate how well the training influenced the participants' performance and actions in their work environment and what barriers or enablers they encountered. You can collect data at this level by using observation, feedback, coaching, or performance reviews, either during or after a period of time following the training.

5 Level four: Results

The fourth level of evaluation measures the results or outcomes of the leadership training, such as its impact on the organization's goals, metrics, and indicators. This level helps you demonstrate the value and return on investment of the training and how it contributed to the organization's strategic priorities and vision. You can collect data at this level by using financial, operational, or customer-related data, either before, during, or after a period of time following the training.

6 Tips for effective evaluation

To make the most of the Kirkpatrick model and evaluate the impact of leadership training effectively, here are some tips to consider. It is important to align the training objectives and evaluation criteria with the organization's goals and needs. Additionally, multiple sources and methods of data collection and analysis should be used to ensure validity and reliability. All relevant stakeholders, such as trainers, participants, managers, and sponsors, should be involved in the evaluation process and the results communicated clearly. Finally, use the evaluation results to improve the training design, delivery, and support, as well as celebrate any achievements or successes.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?