Implementation – Our Methodology

Having identified the issues and the cultural context, the next important aspect is delivery.  BSI Training & Development has a methodology based on solid project and change management principles; we plan, implement and leave a sustainable change.

We believe in creating a lasting experience through our training workshops. We support this aim by producing, engaging, interactive workshops through current analysis of the training market and trends.  We produce take-away materials which act as mental joggers to ensure the techniques discussed are used on a daily basis.

Follow-up is a corner stone of our methodology. We believe that with well timed and well executed follow-up the learning experience is consolidated and the application to the workplace appreciated and understood by all.

BSI Training & Development utilises relevant and practical material which can be both easily learned and effectively transferred back to the workplace. BSI Training & Development workshops, feature high quality workbooks and support materials.

Active learning techniques such as small group activities, role-plays, demonstrations, games and memorable presentations are used. Transference back to the workplace is more easily achieved by using industry specific examples of the principles and skills taught.

Individuals will be required to commit to an action plan at the end of each session ensuring that the techniques and skills discussed are incorporated.  It is essential that the skills are not only understood, but actively and appropriately applied.


BSI Training & Development evaluates success through various means:

  1. Verbal Feedback
  2. Written Evaluations typed up in report format
  3. Debriefing with clients
  4. Client specific evaluation requests
  5. Participant self evaluation pre and post report completion
  6. Where possible we try to fully utilise the Kirkpatrick model for evaluation of learning experiences. The basic model suggests that there are four levels of evaluation:
Level 1Reaction This measures how participants feel about the program. The most common form of evaluation, this is usually conducted by way of a questionnaire at the end of each course
Level 2 Learning This measures what knowledge, skills and attitudes the participants have absorbed during the course. This requires very clear objectives and outcomes to be established prior to the course. The best way to conduct this level of evaluation is through 360 degree feedback conducted 3 and 6 months following the course to determine improvement.
Level 3 Behaviour This level measures what the participants actually ‘do’ as a result of the course. It evaluates individual behaviour change back in the workplace. This can involve such things as setting personalised Action Plans, involving managers in the fulfilment of these plans and reviewing progress and effectives in the completion of these plans.
Level 4Results This level measures how the training has impacted organisational effectiveness and usually involves cost benefit analysis. This is no doubt the most difficult of the four levels and is rarely conducted in most organisations. The most effective way of implementing this level of evaluation is through the setting of measurable project work that relates directly to the course work and involves ‘real life’ application.

Level 1 Reaction & Level 2 Learning

Are covered through course appraisals and the 360° evaluation feedback process.

Level 3 – Behaviour

We would recommend this level could be approached in the following way:

At the conclusion of each course all participants are required to develop a personal ‘Action Plan’. These Action Plans should identify information relevant to the individual’s role and reflect actions, ideas, behavioural changes they intend to make. Each action should be time framed and responsibilities allocated. In order to add weight to the exercise a copy should be taken and passed on to the manager. Each person should make an appointment with their manager to discuss their Action Plan and identify issues, resources required and barriers to success. Another meeting should be scheduled at three months then six months following training in order to identify progress.

Level 4 – Results

This level of evaluation will be covered off where individuals will use their knowledge and skills in a practical way when applied to project work. There will be a strong emphasis on measurement of results and each person will be encouraged to develop their own Leadership Portfolio