What are some feedback loop techniques for improving your training program?

As a senior enlisted leader in the Air Force overseeing training programs, I recognized the crucial role of feedback in enhancing effectiveness. Post-training surveys and performance metrics were invaluable for insights into content relevance and skill application. Continuous assessment tools facilitated real-time adjustments, ensuring alignment with evolving objectives. Open communication with instructors, peers, and supervisors enriched our training programs, fostering adaptability and improvement.

It is a widely used framework for evaluating training programs. It consists of four levels: Reaction, Learning, Behavior, and Results. These levels assess participants' reactions, knowledge acquired, behavior change, and impact on organizational goals. 1. Reaction: This level measures participants' immediate reactions and feelings about the training. 2. Learning: This level assesses the knowledge and skills gained by participants during the training. 3. Behavior: This level looks at the extent to which participants apply the knowledge and skills gained from the training in their work environment. 4. Results:The final level evaluates the impact of the training on broader organizational goals.

Kirkpatrick's 4 levels of training evaluation Level 1: Reaction. The first step is documenting your employees' reactions to the training. ... Level 2: Learning. Here you measure exactly what the employees learned (or didn't learn) in the training. ... Level 3: Behavior. ... Level 4: Results.

I teach people how to shoot a shotgun. Ladies and new shooters are easier to teach than men. A BB gun, with no noticeable recoil and very little noise, is our training tool. Instant gratification comes when the shooter sees where he, or she, sees where they shot compared to where they thought they did. Many times we were able to teach a new shooter to break a going away and incoming target with a 20 gauge shotgun, after just four hours. It took several years to refine the system. See shootwhereyoulook.com for the rest of the story.

In my opinion, adding a prerequisite is one of the most important tools to measure learning effectiveness. The prerequisite tool should include the initial test and, of course, the final one, along with the predefined material. By doing so, we can judge how effective the training session was for each trainee individually. Both initial and final tests should inject questions related to the respective training course material, and the difference in results will define one of the feedback tools.

Agile feedback is a dynamic and iterative process within the Agile framework, emphasizing continuous improvement. It involves frequent, timely, and collaborative feedback loops to adapt and refine work during the development or project lifecycle. In Agile methodologies, such as Scrum, feedback is not just solicited at the end but is an ongoing, integral part of each iteration or sprint. This iterative feedback mechanism allows teams to respond quickly to changing requirements, improve processes, and enhance the overall quality of the project deliverables.

feedback loop technique that you can use to improve your training program is agile feedback, which is based on the principles of agile development. Agile feedback involves delivering your training in short and iterative cycles, soliciting feedback from your learners and stakeholders after each cycle, and incorporating the feedback into the next cycle.

Going beyond its four levels of evaluation, dissecting each level provides valuable insights. In Level 1 - Reaction, delving into specific aspects of participant satisfaction allows for tailored improvements. Adding pre-training assessments in Level 2 - Learning establishes baselines and enables personalized learning paths. Collaborating with managers in Level 3 - Behavior ensures the practical application of skills, and aligning with KPIs at Level. 4 - Results directly measures the impact on organizational success. aligning training objectives with key performance indicators (KPIs) enables a more direct measurement of the training's impact on organizational success.

Utilize agile development principles by delivering training in short cycles, receiving feedback, and adapting based on it for quick refinement and relevance.

é muito útil implementar o feedback ágil, pois a "rota pode ser mudada". Esse dinamismo proporciona uma assertividade maior nos programas de treinamento e cursos.

NPS is great to gather feedback about how loyal our learners. NPS might look simple but it can be a powerful tool if we put right parameter and ideal number of second level questions. Adding an open question will help training providers to get more honest feedback/insight from learners. Not all industry/topic use this NPS, so better check if there's any reference of NPS score analysis in your topic.

NPS is an excellent tool to express customers’ satisfaction by asking one question. Additionally, a trainee’s voice template of five questions is probably more suitable to evaluate training. The important thing is to express the reasons behind the evaluation professionally such as: 1. Was the training relevant to your job? 2. Was the duration of the training enough to cover all topics available in the course material? 3. Were you able to get all your questions answered during the training? 4. Was the instructor patient enough to understand your question and respond precisely? 5. What was the instructor’s level of content knowledge (1 to 10)? By doing so, we help training providers improve their performance for the benefit of learners.

The Net Promoter Score (NPS) is a metric used to measure customer loyalty and satisfaction. It is calculated based on a simple question: "How likely is it that you would recommend our product/service/company to a friend or colleague?" Respondents typically answer on a scale from 0 to 10. The NPS is then calculated by subtracting the percentage of detractors (those who gave a score of 0 to 6) from the percentage of promoters (those who gave a score of 9 to 10). **Formula:** \[ NPS = \% Promoters - \% Detractors \] The result can range from -100 to +100, with a higher score indicating a more positive perception and higher likelihood of recommendations. Positive scores (above 0) are generally considered good, while scores above 50 are

Choosing the parameters of The Net Promoter Score (NPS) metric is crucial part of the training assessment. These parameters are quantitive and should promoted and be presented in a way where learners are actually choose the relevant assessment point rather than going through check points just in a way to finalize the assessment and close the course. Also, assessing the passive and detractors groups are essential to enhance the training program.

The Net Promoter Score (NPS) is more than just a number; it's a qualitative goldmine. Following up on responses with targeted questions unveils the root causes of satisfaction or dissatisfaction. For promoters, identifying specific elements that contributed to a positive experience helps in amplifying those aspects in future sessions. Detractor feedback, viewed as untapped potential, can lead to transformative changes. Analyzing detractor comments with a solution-oriented mindset uncovers valuable opportunities for improvement. consider them as untapped reservoirs of potential enhancement.

Respectfully - I highly recommend against this method. It’s very outdated, and can create very disingenuousness feedback which breaks trust. The method became really popular because it can feel more comfortable for the person giving the feedback to sandwich the negative with positives… but there are better models that will build way more trust with the person you’re giving feedback to and more confidence in the person giving the feedback. Easy place to start is to read Radical Candor by Kim Scott.

Expanding on the feedback sandwich technique, I've found that the timing of feedback delivery is as crucial as the content. Initiating with positive reinforcement sets the tone for constructive criticism. However, sandwiching the negative feedback between two positive statements is more than a formula; it's a psychological strategy. This technique aligns with principles of positive psychology, creating an environment where individuals are more receptive to improvement suggestions. Moreover, personalizing positive feedback by linking it to specific behaviors or achievements reinforces the idea that constructive feedback is aimed at individual growth rather than criticism for its own sake.

This has been the most common and widely used model a lot of other modesl have evolved keeping in mind the same end result. The SBI feedback model, a Situation-Behavior-Impact framework, aids in providing constructive feedback by describing the specific situation, observed behavior, and its impact.

Feedback sandwich isn't really used as often any more. A victim of its own success - people are waiting for the negative part in the sandwich & ignore the positive parts either side. It tends to be referred to as an excrement sandwich with the first word be a slang one that rhythms with hit! Instead of the sandwich try to engage the person by asking them what went well - get them to reflect first then provide informative constructive feedback.

You can still be clever and deliver the praise sandwich in a client centred way. Ask the client about the issue you want to raise rather than tell them. Keeps the technique less conspicuous and more effective long term as the client has figured it out themselves.

Encourage trainees to provide feedback on the training program. This can be done through surveys, evaluations, or open discussions. Analyze the feedback to identify areas of improvement and gather insights on what worked well and what needs adjustment .

A feedback grid is a visual tool used to organize and analyze feedback on specific criteria or attributes. It typically involves creating a grid or table with criteria on one axis and feedback categories on the other. This structured format helps in systematically categorizing and understanding feedback, making it easier to identify patterns, strengths, and areas for improvement. Teams often use feedback grids during project reviews, performance evaluations, or other assessment processes to enhance clarity and organization in the feedback received.

This type of feedback gives the presenter the tools to analyse their performance and up their game for the next time. Wishes, Suggestions and Questions the participants had could be weaved in the narrative for the next sessions to make it more effective.

In my view, establishing regular feedback loops enhances training programs. Conducting post-training surveys and follow-up assessments, such as performance metrics, ensures continuous improvement. For instance, companies like IBM utilize feedback analytics to refine training content, aligning it with evolving employee needs and industry trends.

Passing the Parcel: For the Passing the Parcel medium, participants who attended the session are informed that they will need to brief the same content to a pseudo new batch the next day. This serves as an assessment of their learning perceptions and depth of understanding on the topic.

A successful training program should always contain three main pillars: 1. Instructor: highly educated, experienced, and well prepared to adequately answer any questions related to the training subject. 2. Material: It should include learning objectives, detailed instructions, practice exercises, videos, and handouts, manual as well as aligning training to business goals. 3. Venue: a proper environment with reliable lighting and room temperature. Presentation tools and high internet speed.

Passing the Parcel: For the Passing the Parcel medium, participants who attended the session are informed that they will need to brief the same content to a pseudo new batch the next day. This serves as an assessment of their learning perceptions and depth of understanding on the topic.

make your workshop, fun, and make sure everyone is involved people that are having fun or more relaxed, not as nervous, and will retain more and enjoy the workshop and look forward to the next one.