Conclusions from smile sheets

- It's actually really common for trainers to do course evaluations, but not that common to apply the feedback. What good is feedback if you're not going to use it? Know that you're not alone. A lot of trainers don't actually know what to look for in evaluation data. What should you take away from the smile sheet results? First, look at every course evaluation as a valuable opportunity to make it better. Don't be afraid to hear that you can improve. The reality is, none of us are perfect. We can all get better. Second, your course evaluation responses should get you to do more of what you do well and get rid of what participants don't like. But this is just a start. Your evaluation should also be about what the participants took from the course. What will add value to their world and their work? This leads me to the next point. I know you care about how well participants receive your course, but unfortunately, trainers, probably even you, are self-absorbed. Don't believe me? Go take a look at one of your smile sheets or one you've completed recently. I bet you'll find it's mostly about the trainer or the environment. You'll see phrases starting with, "The facility was," "The facilitator was," "The exercises were," and, "The materials are." we tend to ask participants their thoughts about us and our methods, our buildings, and our muffins. Rather, we should be asking them about their experience and how it met their needs. Here are simple examples you can apply using a straightforward Likert scale. Instead of asking, "The program objectives were clearly defined," ask, "I understood the learning objectives." Or, if you're asking about the trainer's performance, instead of asking, "The facilitator effectively delivered "the program material," try asking, "I was comfortable with the pace of the program." A session evaluation form is called a Level 1 evaluation, based upon something called the Kirkpatrick Four Levels of Evaluation. Trainers often look at it as, did participants like the session evaluation? Always focus your questions so you receive performance-related responses. And by the way, taking this approach focuses you on what's important for the participant and the organization, or what's called Level 3 and 4 of the Kirkpatrick model. Here are some sample questions to get you started. "What were the three most important things "you learned from this session?" "From what you learned, "what do you plan to apply back at your job?" And, "What kind of help might you need "in order to apply what you learned?" Your objective should never be about whether they liked the training session. Your objective should always be about whether participants received value from it. Now, I know you care about your participants, so prove it by focusing on what they need to do better. Always ask learner-centered and performance-based questions, and you'll go a long way to showing how you can help them become better in their work.