Just received the best evaluation I’ve ever had for in-house training (for a Practical Appreciative Inquiry two-day training I ran in Birmingham for the NHS) – the first face to face training I’d done since before the pandemic.

They were a fantastic group of clinicians and managers who really went for it – I’m particularly pleased that 13 out of 16 identified straight away how they’re going to use what they’ve learned.

I thought at the time I was smashing it. The evaluation confirmed it! But these results didn’t just happen because I’m great. They were able to happen because of some specific conditions that any training manager could put in place, plus some tactics that any trainer could use. Let’s take a look.

They sent me the evaluation results in spreadsheet form – the illustrations are some extracts showing the evaluations from all 16 participants.

Tip #1 – See all those ‘Strongly agrees’ in the first column about course relevance? They were the right people on the right course – invitations were sent out to everyone that the training manager thought the course would be right for, and only the ones who took up the invitation were on the course, so they wanted to be there.

And also a big thanks to the two NHS professionals that I trained in Appreciative Inquiry some years ago who ‘beamed in’ via Zoom for a short while to share their real-world experiences of using the approach in the NHS – I’m sure this gave a big boost to the confidence of the participants that they could use Appreciative Inquiry in their work.

Tip #2 is more of a question for you:

how could you enhance the resonance and credibility of your training courses by getting input from people already using the methods that you’re teaching, in an organisational context relevant to your trainees?

I was particularly pleased to see that 13 of the 16 participants had already thought of specific ways that they could apply the appreciative approach in their work. Which may have been at least partially the result of:

Tip #3 – Asking them at the end of the course “What’s one thing you’re going to do differently as a result of what you’ve learned in the last two days?” probably helped.

(I was slightly concerned though about the participant who seems to be saying in the last two columns above that their level of knowledge went down from ‘Very good’ before the course to ‘Good’ afterwards 😄 – although as they did say the course was excellent and had lots of new ideas about how to apply what they’d learned, I’m guessing it was just a slip of the mouse – or maybe they were just reassessing what thought they knew about Appreciative Inquiry?)

If your organisation needs in-house training in Practical Appreciative Inquiry, email me at andy@coachingleaders.co.uk or book a call at a time slot to suit you in my online scheduler

I Just Got My Best In-house Training Evaluation Ever – Plus Some Training Tips That You Can Use

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