How the Kirkpatrick Model Strengthens the Resilient Leaders Program

Evaluating leadership development isn’t just about asking participants if they enjoyed a session it’s about measuring real change.
That’s why the Resilient Leaders Program uses the Kirkpatrick Model, a globally respected framework for evaluating training effectiveness across four key levels: Reaction, Learning, Behavior, and Results.

Originally developed by Donald Kirkpatrick in the 1950s and refined over decades, this model is still widely used because it links learning outcomes directly to organizational performance.
While other evaluation models exist (such as the Phillips ROI Model and Brinkerhoff’s Success Case Method), Kirkpatrick remains the most popular because of its simple, actionable structure.

Breaking Down the Four Levels of the Kirkpatrick Model

Tools We Use for Kirkpatrick Evaluation

To support these evaluations, we use a mix of technology tools such as:

SurveyMonkey and Typeform for reaction and learning surveys.
Google Forms for simple pre- and post-tests.
Learning Management Systems (LMS) like Thinkific to track module completion and assessment scores.
Zoom polls and reflections during live sessions to capture immediate reactions and learning insights.

Example evaluation questions:

Reaction: “How relevant was the training to your current leadership role?”
Learning: “Rate your ability to apply the R4 Framework after the session.”
Behavior: “Since completing the training, how often have you used the LATTE negotiation framework?”
Results: “What measurable improvements have you seen in your team’s performance since participating in the Resilient Leaders Program?”

How Survey Results Drive Future Versions of the Resilient Leaders Program

Survey data isn’t collected just for reporting.
At ZeroGap, we use results to:

Identify areas where content can be sharpened or expanded.
Update real-world examples and case studies based on participant industries.
Customize future sessions to focus more deeply on skills that leaders report needing most.
Enhance coaching elements based on behavior application feedback.

This continuous feedback loop ensures the Resilient Leaders Program evolves with the needs of leaders and organizations not in isolation.

Why Pre- and Post-Testing Matters

Pre- and post-tests are critical for measuring learning gains. Without a baseline, it's impossible to know whether the training made a real difference.
Pre-tests identify initial gaps, allowing instructors to tailor delivery.
Post-tests validate whether those gaps have been closed.

Cautions of skipping pre- and post-tests:

You risk making assumptions about the training's success.
It becomes harder to show ROI or justify leadership development investments.
You lose insight into where future training focus should go.

Testing is not about “grading” participants it’s about ensuring the investment in leadership development drives real, measurable growth.

Why the Kirkpatrick Model Remains the Standard

Among many training evaluation models, Kirkpatrick’s Model continues to lead because:

It balances learner experience with business outcomes.
It encourages multi-level data collection to paint a full picture.
It ties training directly to on-the-job results, making it easier to demonstrate value to senior leadership.

At ZeroGap, we believe leadership development must be both meaningful and measurable. Using the Kirkpatrick Model helps us hold ourselves and our programs to that standard.

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