Double Learning Transfer
And Prove It
Performance Improvement with Learning Analytics
Sprezie solves 2 widespread after-training problems:
1) Learning transfer
2) Proving long-term training impact
Most organizations are familiar with the Kirkpatrick Model of Learning Evaluation (Reaction, Learning, Transfer, Impact). Reaction is always measured using ‘smile sheets’. Learning is sometimes measured with knowledge or skill texts.
Transfer is seldom measured. In fact, Kirkpatrick called level 3 “the missing link”. Without an effective measure for level 3, there is not way to draw any conclusions about level 4 - what, if any, Impact did the training have on performance?
Sprezie Is The Missing Link
To determine if training changes behavior, Sprezie answers the three Sprezie Do Differently™ questions:
1) What do people do differently after training or coaching?
2) Do new behaviors become habits?
3) If people don't succeed, why not?
Sprezie uses short calls, texts, supportive messages and mini-surveys to help trainees use new skills on-the-job. Training impact data collection is built in.
Sprezie can be used with ANY training program.
