How can you evaluate training effectiveness using observation and coaching?

Observation and coaching are great tools to check if training is working. - Start by watching how people use their new skills on the job. If they're doing things differently or better, it's a good sign. - Coaching is also key. Talk to those who got the training. - Keep an eye out for improvements in their work. If they're doing tasks faster, with fewer mistakes, or showing more confidence, that's a win. - Also, track if they're using the new skills in their daily tasks. This shows if the training is really sinking in. Overall, if you see positive changes in behavior, performance, and how they talk about the training, it's likely effective. But always keep gathering feedback to make sure it stays that way!

Most of us are aware of the Kirkpatrick model - Level 1 and 2 are simpler to do - immediate reaction and learning gain. There is a significant gap between levels 2 and 3: needs sustained behavior change, typically led by willingness to start/stop habits. This journey is best supported by a coach on the ground - a manager, a senior peer - someone who has access to the learner in their natural space of work. They are able to see first-hand where the gaps in behavior are - how they are leading to lowered performance, what are the causes that are aggravating the problem, what could support the learner in this developmental journey. They could provide real-time or in some cases, even proactive practical tips to help overcome these gaps.

After passing on a skill/knowledge, it’s important to perform an assessment of sorts - firstly to gauge the new skill intake, secondly to reveal the effectiveness of the delivery method, the performance of the individual tasked in delivery of said training, usually only when applied on wide scope. Observation does exactly that. It allows the observer an invaluable glimpse into the person’s mind whilst performing the skill uninterrupted and unassisted. When referring to coaching, I feel that in adult learning environments passing it on in the form of ongoing feedback is an acceptable way of doing so. I find when taken on-board, it greatly helps developing the individual towards achieving the overall desired learning outcome.

La evaluación de la eficacia de la formación a través de observación y coaching implica varios pasos clave. Primero, establecer criterios claros y medibles para los objetivos de aprendizaje. Luego, durante la formación, observar el desempe?o de los participantes en situaciones prácticas. Proporcionar retroalimentación inmediata y específica, identificando fortalezas y áreas de mejora. El coaching individualizado permite abordar necesidades específicas, adaptando la formación según el progreso. Posteriormente, realizar evaluaciones periódicas para medir el impacto a largo plazo en el desempe?o laboral. Este enfoque integrado garantiza una evaluación completa y continua de la efectividad de la formación.

In addition to having a clear purpose and plan for observation and coaching, it's crucial to ensure a continuous learning environment. This means fostering a culture where employees see observation and coaching not as a critique or appraisal, but as an ongoing opportunity for professional growth and development. Encouraging a mindset where continuous improvement is valued and sought after helps in reducing any potential anxiety or defensiveness associated with being observed and coached. This approach emphasizes the idea that learning and development are integral parts of work, not just activities that occur during formal coaching sessions, leading to a more engaged and growth-oriented team.

The effectiveness of real-time coaching could be impacted by one or more of these factors: 1. Clarity about the exact change eg. 'should communicate better' is not as clear as 'should not interrupt' 2. Nature of the skill being observed eg. easier to see behaviors like 'tone of voice' vs inner dynamics like 'awareness of emotions' 3. Possibility of the Hawthorne effect - the act of observation can influence the behavior temporarily; this may stop as soon as observation stops. 4. Underlying dynamics between the learner and coach - level of trust, any conflicts of interest etc 5. Skill level of the observer - eg there is a risk of them getting into a 'judging' mode rather than just neutrally 'observing'. 6. Investment of time, effort

Evaluate training effectiveness by observing how trainees apply their skills in real situations, not just in formal tests. Focus on giving ongoing feedback, tracking behavioural improvements over time, and valuing practical results over abstract concepts. This way, you can question traditional measures and guarantee a more realistic assessment of training impact.