Kirkpatrick Partners hears this all the time: Levels 3 and 4 are too hard! Many learning professionals believe Level 4 is out of their reach, and are even intimidated by Level 3. Both of these are unnecessary apprehensions that will prevent maximization of program impact, and could even jeopardize careers.

There are many simple and effective ways to cross the bridge from the comfortable, familiar territory of Levels 1 and 2 to the strategic realm of Levels 3 and 4. Here is one to try:

Query past training participants three months after the conclusion of training and ask:

• To what degree have you applied what you learned from xx event?

• If you have, what factors have led to your successful application?

• If you have, what are any early indications that your efforts are creating positive impact?

• If you have not applied what you learned, what are the reasons?

• What additional training, education or support do you need to move ahead?

You can administer these through a questionnaire (as is), survey (with drop down boxes with possible answers), one-on-one interviews or group interviews. It is best that you do this in situations where there has been structured support and accountability.

You can also ask similar questions of supervisors to capture their observations.

Read the original article on training "defaults."