Flipping Kirkpatrick in Learning Program Design

I’ve been developing learning programs for a while now and one thing I’ve learned is you have to incorporate your evaluation into the design. I use the Analysis, Design, Development, Implementation, and Evaluation (ADDIE) method with a bit of agile added for flavor (see what I did there), but that’s just my preference. You may use Successive Approximation Model (SAM) or go strictly agile, but whatever process you use the program needs to be evaluated.

That’s where Kirkpatrick comes into play. Level 1 smile sheets and Level 2 tests or quizzes are a breeze. It’s levels three and four that are tough to measure, but if you design the program with those evaluations in mind things get easier. Continue reading “Flipping Kirkpatrick in Learning Program Design”

Achieving 100 Percent of the 70 20 10 Leadership Development Model using Business Simulations

Joe LiVigni delivering a Capsim learning program.

The 70 20 10 Leadership Development Model is commonly used within the training profession to describe the optimal sources of learning. It holds that individuals obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events.

Working at an organization that develops business simulation based training experiences, I have my own take on the 70 20 10 Leadership Development Model. In fact, I would argue that a simulation based experience can provide the full 100%, if done properly. Continue reading “Achieving 100 Percent of the 70 20 10 Leadership Development Model using Business Simulations”