How do you solicit feedback from external stakeholders and clients on your training programs?

Getting feedback is crucial for moving forward. As providers of training, it's important for us to actively ask for feedback, carefully review it, and make changes to our programs to keep improving and making a positive impact consistently. We invest time in identifying the various metrics we would like to measure ourselves against. Accordingly we prepare feedback forms to gather inputs from stakeholders and clients. We do consider the audience's convenience while creating a feedback form, e.g., tool accessibility, time taken to complete the feedback survey, etc. While feedback is of utmost importance to us, we also ensure that it is easy for our stakeholders/clients to give us constructive feedback.

We gather feedback from external stakeholders and clients through surveys, interviews, and post-training evaluations. These methods allow us to collect insights on program effectiveness, areas for improvement, and overall satisfaction, ensuring continual enhancement and alignment with client needs.

Getting feedback helps us to refine or expand the training modules. I use following ways, - Audience Interaction & engagement - Personal followup after event - Reviews on social media platforms

Before you start asking for feedback from external stakeholders and clients about your training programs, it's crucial to have a clear plan. Think of it like going on a road trip – you wouldn't just hop in the car and start driving, right? You need to know your destination and how you'll measure your progress along the way.

Clearly define what you want to achieve with the feedback and establish specific metrics to measure success. Are you looking to understand the overall effectiveness, content relevance, delivery style, or the impact on participants’ performance? For instance, when I developed a customer service training program, our goals included measuring satisfaction with the training content and its applicability to real-world scenarios.

I've learned the immense value of gathering meaningful feedback from external stakeholders and clients. While online platforms offer convenient access, offline tools like interviews, focus groups, and observation can provide deeper, more nuanced insights. Leveraging a strategic mix of feedback methods, from paper-based forms to suggestion boxes, empowers clients to share their perspectives and shapes innovative solutions. Thoughtful timing and a focus on client preferences are key to cultivating a culture of continuous improvement. By embracing both online and offline feedback mechanisms, you can solidify your reputation as a trusted advisor and drive impactful change across the industry.

When it comes to method and tools, I focus on easy of administration of the process. Clients doesn't have priority to submit survey forms. In my case I use direct social media review options to get feedback. I also end my sessions with feedback and QA sessions. That helps me a lot to curate my training.

Mapeia quais ferramentas funcionam com a plataforma de treinamento. Se for remoto, busque não levar o aluno para muitos links diferentes, isso acaba tornando a experiência mais confusa. No presencial, trabalhe com QR-code, espaço de feedbacks e grupos de discussões!

Select appropriate methods and tools for collecting feedback, such as surveys, interviews, focus groups, or feedback forms. Online survey tools like SurveyMonkey or Google Forms are efficient for gathering quantitative data, while in-depth interviews can provide qualitative insights. For example, after a leadership workshop, I used a combination of post-training surveys and follow-up interviews to gather comprehensive feedback.

English version: To request feedback from external stakeholders and clients, use methods like surveys, interviews, or focus groups. The CSAT metric (Customer Satisfaction Score) is useful her, calculated as the percentage of satisfied customers (4 or 5 ratings). It provides quick insights into satisfaction levels. Versão em português: Para solicitar feedback de stakeholders externos e clientes, use métodos como pesquisas, entrevistas ou grupos de foco. A métrica CSAT (Customer Satisfaction Score) é útil aqui, calculada como a porcentagem de clientes satisfeitos (notas 4 ou 5). Ela oferece insights rápidos sobre os níveis de satisfação.

Clearly communicate to stakeholders and clients why their feedback is important and how it will be used to improve the training programs. This transparency builds trust and encourages honest feedback. I always emphasize that their input directly contributes to enhancing the quality and effectiveness of our training initiatives.

As per my experience, effectively communicating the purpose and value of feedback to external stakeholders and clients is essential for garnering meaningful insights. Clearly articulate why you are seeking feedback, what you plan to do with it, and how it will benefit them. For example, in a recent project, we invited client feedback through a well-crafted email that explained our commitment to improving services based on their input. This approach not only increased response rates by 40% but also built stronger client relationships. Expressing gratitude and ensuring confidentiality further encouraged honest and valuable feedback, which we then shared in a follow-up, highlighting the actions taken based on their suggestions.

Feedback is often a rarity among learning providers, leaving stakeholders feeling underserved. At Alkemy, we recognize its paramount importance, which is why we prioritize it front and center for our users. We emphasize that feedback is key because we co-create our offerings together. Moreover, if initial responses are lacking, we're proactive in following up. Our commitment to this process is unwavering, ensuring we're always there to support and engage with our users every step of the way.

Para obter um feedback transparente, é necessário ser transparente na comunicação. Nos conectamos com causas, e quando entendemos o propósito de uma dinâmica, atividade ou ação, as pessoas se tornam mais engajadas e críticas construtivas surgem. Portanto, é fundamental ter clareza sobre os critérios de avaliação e suas justificativas, compartilhando com os participantes o papel deles nesse impacto.

Formulate questions that solicit specific, actionable feedback. Instead of asking general questions like "Did you find the training useful?" ask "Which aspects of the training were most beneficial to your role?" and "How can we improve the training content or delivery?" In my experience, targeted questions yield more valuable insights that can be directly applied to make improvements.

Want honest feedback? Start asking honest questions. To get actionable feedback, ask specific, constructive prompts. Here's how: - Avoid vague or leading queries that confuse or bias stakeholders. - Use open-ended questions to encourage detailed responses. For example, in my current project, a training resource hub for logistics and fulfillment, I mix open and closed-ended questions to gather comprehensive feedback. I also ask for names to follow up on feedback, ensuring I understand their points. While this removes anonymity, I've fostered a healthy relationship where stakeholders feel comfortable sharing. This approach ensures I get honest, valuable insights to improve the training.

Seeking specific and constructive feedback is crucial for improving training programs and meeting stakeholder needs. Open-ended questions like "What aspects did you find most valuable?" encourage detailed responses, while rating scales provide quantifiable data to pinpoint strengths and areas for development. By creating a safe space for honest dialogue, you can uncover valuable insights to refine your offerings and deliver greater impact. Approaching feedback with an open mindset and genuine desire to learn demonstrates strong leadership and a commitment to continuous improvement

We structure our feedback system into distinct categories, enabling meticulous analysis of gathered information. Each piece of feedback is carefully tailored, considering specific insights we aim to extract, such as content quality, instructor performance, platform usability, and level of expertise. Utilizing this data, we raise yellow and red flags to discern whether we're progressing towards our goal of certifying job-ready talent, ensuring we stay on track and continuously improve our offerings.

The Power of Specific, Constructive Questions. Avoid vague, ambiguous or leading questions that confuse and bias responses; instead, use open-ended queries allowing stakeholders to elaborate on opinions, experiences and suggestions, as exemplified by "How can we improve the program to better meet your needs?" versus a simple yes/no query. Complement with rating scales for numerical/verbal assessments, as this strategic approach uncovers insights to enhance offerings and better serve the audience.

Data doesn’t lie, but it can certainly bore you to tears! When we developed a Public Speaking Training program, we collected extensive feedback to assess the pilot. We kept the analysis simple, using Excel and the graphs provided in Microsoft Forms. For qualitative feedback, we used thematic analysis to uncover patterns, color coding trends we uncovered. When presenting the findings to senior leaders, we kept it simple: just the facts, key takeaways, and actionable steps. (Otherwise, snoooooze!) Clean graphics and uncluttered slides ensured clarity and impact. This approach allowed us to act on feedback and determine whether or not to expand the pilot.

In my experience, implement the evaluation plan by collecting data according to the defined methods and timeline and seeking feedback accordingly. Ensure that data and feedback collection processes are standardized and consistent to maintain validity and reliability. Analyze the evaluation data and communicate the results in a clear and actionable manner. Present findings from each level of evaluation, highlighting strengths, weaknesses, and areas for improvement. Use visual aids such as charts or graphs to illustrate key findings and support decision-making.

Systematically analyze the feedback to identify common themes, strengths, and areas for improvement. Develop action plans based on this analysis and communicate the changes you plan to implement. After analyzing feedback from a sales training program, I identified a need for more hands-on practice sessions and adjusted future training sessions accordingly.

I understand the importance of thoroughly evaluating the feedback you receive from external stakeholders and clients. By using data analysis tools and content analysis techniques, you can uncover valuable insights that can inform the improvement and enhancement of your training programs. This will enable you to develop targeted action plans that address the specific needs and concerns of your external stakeholders and clients, ultimately enhancing the quality and impact of your training offerings.

Collecting feedback is just the first step; the true value lies in how you analyze and act upon it. We used data analysis tools and content analysis techniques to uncover trends, identify strengths and weaknesses, and develop a SWOT framework for our sales training program, enabling us to craft an action plan to enhance the curriculum, update delivery methods, and better align the training with evolving client needs. By systematically responding to stakeholder feedback, we continuously refined our training initiatives and maximized their long-term impact, underscoring the essential role of analyzing and acting on feedback to drive impactful improvements that keep pace with changing market demands.

Feedback: The secret ingredient to training that doesn't suck! Our project retrospectives make it engaging and effective. We hold these retrospectives after every training development and implementation project. Using simple MURAL templates with just four questions (like “What went well?”), we keep the focus on conversation, not the tool. Everyone gets time for independent thought, followed by a group discussion. This approach helps us foster a feedback culture, valuing and encouraging feedback as a means of continuous improvement. Plus, since we hold these retros pretty regularly, people have come to expect them as part of our development process.

Collecting feedback? Don't sleep on this! One thing I've found invaluable is keeping a stockpile of positive feedback. Having these quotes ready is a game-changer when you need to showcase success in a performance review or instructional design portfolio. It’s also great for a confidence boost on a rainy day. Anonymously sharing positive feedback helps highlight the impact of your work without putting anyone on the spot. It’s a simple practice that builds morale and credibility. Plus, it’s a fantastic reminder of our good work.

Beyond structured feedback mechanisms, consider informal feedback channels, such as casual conversations, social media interactions, or suggestion boxes. Also, be open to unsolicited feedback, as it can provide spontaneous insights that structured methods might miss. Additionally, ensure confidentiality and anonymity when necessary to encourage honest and candid feedback.