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September 14, 2025 6 mins

How do you know if your learning experiences actually worked? The answer goes far beyond handing out smiley face surveys at the end of training.

The Kirkpatrick Model stands as one of the most trusted frameworks for evaluating training effectiveness, and for good reason. Developed in the 1950s, this four-level approach helps instructional designers measure what truly matters, from learner reactions all the way to organizational results. Whether you're creating corporate training or educational experiences, understanding this evaluation framework transforms how you approach design.

For those new to instructional design, I share practical tips for implementing the Kirkpatrick Model even with limited resources. You'll discover how to start simple, partner effectively with stakeholders, look beyond the classroom to measure application, and document everything to tell the complete story of your impact. As Peter Drucker wisely noted, "If you can't measure it, you can't improve it."

Ready to move beyond basic satisfaction surveys and demonstrate the true value of your instructional design work? Listen now and transform how you approach learning evaluation. Your stakeholders will thank you,  and so will your learners. Don't forget to check the show notes for an interactive infographic summarizing these concepts and additional resources to deepen your understanding.

🔗 Episode Links:

Please check out the resources mentioned in the episode. Enjoy!

Kirkpatrick Partners Website

The Kirkpatrick Model Infographic

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Transcript

Episode Transcript

Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Hello and welcome to the Designing with Love podcast.
I am your host, jackiePellegrin, where my goal is to
bring you information, tips andtricks as an instructional
designer.
Hello GCU students, alumni andfellow educators, welcome to
episode 46 of the Designing withLove podcast.

(00:22):
So let me ask you something.
After you pour your time andenergy into crafting a learning
experience, how do you know itworked?
How do you know learners reallygot what they needed?
This is where the Kirkpatrickmodel comes in and, trust me,
it's much more than handing outa smiley face survey at the end.
Whether you're developingtraining for a corporate setting

(00:44):
, education or non-profits,understanding how to evaluate
learning effectively will makeyou a more impactful designer.
So grab your coffee notebook orjust settle in.
Let's dive in.
The Kirkpatrick model is one ofthe most widely used frameworks
for evaluating the effectivenessof training programs.
It was developed by Dr DonaldKirkpatrick in the 1950s and has

(01:08):
stood the test of time.
Why?
Because it gives us a layeredway to look at success.
It's not just about whetherlearners enjoyed the training,
but whether it actually made adifference.
The model is made up of fourlevels Reaction, learning,
behavior and results.
All right, so let's break thosedown.
Level one reaction.

(01:30):
This level is all about howlearners feel about the
experience.
Did they like the training?
Was it engaging, relevant?
You might gather thisinformation through
post-training surveys orfeedback forms.
This is important becauselearners who enjoy training are
more likely to stay engaged.
Think of this as the firstimpression of your work.
It doesn't tell you if thelearning stuck, but it's a

(01:53):
useful pulse check.
Level two learning.
Here we measure what learnersactually learned.
Did their knowledge or skillsimprove?
This can be captured throughpre and post-assessments,
quizzes or even informalknowledge checks.
This level helps answer thefollowing question Did we meet
our learning objectives?
Level three behavior.

(02:15):
This one is powerful.
It asks the following Did thelearners actually apply what
they learned once they returnedto their jobs or daily lives?
Apply what they learned oncethey returned to their jobs or
daily lives?
You might measure this throughinterviews, observations or
follow-up assessments weeks ormonths after training.
And here's a key point Learningis only truly successful if it
leads to behavior change.

(02:36):
Level four results.
This is the big one.
What impact did the traininghave on the organization or
desired outcomes?
This could be increasedproductivity, improved customer
satisfaction, higher test scoreswhatever aligns with your
original goals.
No-transcript Now if you're newto instructional design, you

(03:03):
might be thinking do I need tomeasure all four levels for
every project?
The short answer is notnecessarily.
The beauty of the Kirkpatrickmodel is that it gives you a
framework.
You can scale it up or downdepending on your time, budget
and goals.
But here's why it's worthunderstanding from the start.
Number one it keeps your focuson outcomes, not just content.

(03:25):
Number two it helps you designwith the end in mind, which is
always a best practice.
Number three it buildscredibility.
Stakeholders love data and thismodel helps you tell the story
of your training's impact.
And finally, number four itgives you language to advocate
for continuous improvements inyour designs.
All right, so now that you knowwhy the Kirkpatrick model

(03:48):
matters, I will take a fewminutes to provide a practical
example and how you canincorporate each level.
Here's the scenario.
Let's imagine you've justdesigned a customer service
training for a small business.
Level one you give apost-session survey.
Most participants say thetraining was clear and helpful.
Level two a short quiz shows85% of employees improve their

(04:11):
understanding of how to handledifficult customers.
Level number three a managerreports that employees are now
applying de-escalationstrategies during customer calls
.
Level four after three months,customer complaints have
decreased by 30%.
That's the power of evaluation.
It lets you see the rippleeffect of your instructional

(04:32):
design work.
So how can you start using theKirkpatrick model, even as a
beginner?
Tip number one start simple.
Add a short reaction survey anda knowledge check.
Tip number two partner withstakeholders.
Ask what success looks like forthem.
This will help guide what youmeasure.
Tip number three think beyondthe classroom.

(04:54):
Set up follow-ups or check-insafter learners have had time to
apply the training.
And tip number four documenteverything, even informal data,
helps tell the story of yourwork.
So to all my fellow designersout there, especially those just
starting the journey, rememberthis.
Evaluation isn't just the finalstep.

(05:16):
It's part of the design processitself.
When you evaluate your learningexperiences with intention, you
not only improve the learning,but you also improve as a
designer.
As a recap, we covered the nutsand bolts of the Kirkpatrick
model, why it matters for newdesigners, a practical example
and some tips for gettingstarted.
Make sure to check out theinteractive infographic in the

(05:39):
show notes.
That provides an overview ofthe key information I shared in
the episode.
You can also visit theKirkpatrick Partners website for
more detailed information andto learn more about Dr Donald
Kirkpatrick.
As I conclude this episode, Iwould like to share an inspiring
quote from Peter Drucker If youcan't measure it, you can't

(06:00):
improve it.
Thank you for taking some timeto listen to this podcast
episode today.
Your support means the world tome.
If you'd like to help keep thepodcast going, you can share it
with a friend or colleague,leave a heartfelt review or
offer a monetary contribution.
Every act of support, big orsmall, makes a difference and

(06:20):
I'm truly thankful for you.
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