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Kevin M. Yates is a learning and development detective-just like Sherlock Holmes, he solves mysteries. The mystery he solves is, "Did training work?" He uses facts, evidence, and data to show training and learning's impact on behavior, performance, and goals. His work is global and multi-industry. He's served in a variety of roles across training, learning, and talent development, which guides and informs his perspective and actions.

Kevin Yates

TD professionals should be able to implement a multilevel, systematic method for gathering, analyzing, and reporting on information about the effectiveness and effort of learning programs.

Evaluating Impact Is a Vital Capability for Talent Development Professionals

When we measure fulfillment of purpose, we are grounded in specific, targeted, realistic expectations for predefined outcomes—not only for ourselves and our business partners and stakeholders but also for the training or learning solution itself.

Are You Measuring Impact or Fulfillment of Purpose?

March 2019 - ATD Links

I don’t remember discussions about designing learning experiences and solutions for measurable impact on behavior and performance. I don’t remember talking to business leaders and stakeholders about how we would measure training’s impact on organizat

Re-Engineering L&D’s DNA for Measuring Impact

Do you have any facts, evidence, or data that shows training changed anything?

I Focused on Training, but I Should've Focused on Learning

As we make our way through the second half of the calendar year, we wanted to check in with the LD community. Most importantly, revisiting goals can help you address new challenges and opportunities and clarify your priorities for the remainder of th

Half-Time Adjustments: L&D Strategies for the Rest of 2022

ATD will release new research that will focus on evaluating learning impact. Topics to be covered include data literacy, technology, data privacy, and making data-driven decisions. This report will conclude with recommendations to help organizations make data-driven decisions. 
Key findings from the report include:

More than two in five talent development professionals rated their organization as good or excellent at measuring the effectiveness of their learning programs. 
The most common evaluation framework used by organizations was Kirkpatrick's Four Levels of Evaluation. 
The two most common ways to collect evaluation data were online surveys (92%) and informal conversations (67%). 
87% of organizations found it difficult to isolate training's impact. 

Primary Capability Covered: Evaluating Impact
Participation in this event, either live or recorded, can be reported for one (1) point toward the professional development requirement for initial certification eligibility or recertification of the APTD or CPTD credential.

ATD Research: Measurement and Impact

This webcast is based on the report The Mobile Landscape 2015: Building Toward Anytime, Anywhere Learning, which was the fourth collaborative examination of the state of mobile learning undertaken by ATD and the Institute for Corporate Productivity.
Join Kevin and Geoff to get the latest statistics on mobile learning. Kevin will present research findings on the extent of mobile learning usage, how designers rank mobile device features in supporting learning, and what mobile learning success looks like. Geoff will provide insight into the latest mobile learning initiatives at Qualcomm, and talk about the three stages of mobile learning programs: technical issues, content, and scale.

ATD Research Presents: The Mobile Landscape 2015 - Building Toward Anytime, Anywhere Learning

Kevin Denney is a faculty research at the IIT, Institute of Design and co-founder of BetterAt, software for interest based learning. Kevin's research focuses on using design methods for creating products and services to re-imagine how we learn and work in the digital age. Kevin has worked with the MacArthur Foundation on using design as a way to think about digital media and learning and is now funded by the Gates Foundation to pilot BetterAt in high schools. His current work focuses on building assessment into the learning experience and using technology to match curricular goals to individual goals.

Kevin Denney

Leaders want “just-in-time, just-for-me, just-enough” learning. Your stakeholders demand leadership development that delivers maximum impact with minimal disruption. How can you satisfy everyone’s needs? While the digital classroom enables most L&D to shift to the virtual world, in-person classroom sessions, coaching, and development projects won’t go away. DDI’s latest research shows that technology, when integrated with high-touch methods, accelerates learning impact and leadership growth.
Join us to learn:

how L&D teams can personalize and enhance leadership development experiences in and beyond the classroom
how to maximize the value of technology to fuel learning that results in positive personal and organizational impact
what to look for in an ideal virtual learning environment to develop leaders.


 

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