How to Evaluate Training Effectiveness

When you deliver training and development programs to employees in an organization, there is an expectation of results. Those results may be new knowledge, improved skills, modified behaviors, or other expectations based on the needs of the organization and employees. To help you determine whether the training was valuable, there are questions you must answer and to answer them requires measuring the outcomes.  

•    How effective was the training in helping the employees gain relevant knowledge and skills? 
•    Were the employees able to apply what they learned to improve their performance and/or behavior at work? 
•    Was the trainer effective in delivering the training? 

In this workshop, you will learn the role and benefits of evaluations, how to create and administer evaluation tools, how to determine if training influenced the employee's performance, and how to communicate the results to key people within the organization. 

Instructor Bios


How to Evaluate Training Effectiveness

  • Lauren Tenney

    Lauren Tenney

    Lauren is a leadership coach, facilitator, consultant and trainer who specializes in the design and facilitation of connection-centered learning for individuals and teams. 

    She is a lively and compassionate partner to her clients, with a gift for quickly uncovering the hidden patterns that shape identity, relationships, and performance. A gifted listener and speaker, Lauren brings a spirit of warmth and encouragement to the deeply human experience of understanding ourselves as we also become someone new.

    Lauren has held leadership roles in education, marketing, communications, and product management. She has firsthand experience as a leader and consultant in organizations with matrixed or distributed leadership models, including Holacracy, Sociocracy, and Agile—and has a keen understanding of the gifts and challenges faced in these new ways of working. Based on her experience, has created training and coaching programs focused on developing the human skills for cultivating lateral influence, resolving conflict, and weaving alignment across differences.

    Lauren’s approach draws on her deep understanding of adult development and polarity thinking, and her work is influenced by somatic and meditative practice, mediation and conflict studies, interpersonal neurobiology, voice dialogue and Diamond Inquiry practice.  Lauren has a Masters Degree in Holistic Studies, is a certified Presence Based Coach, Integral Facilitator, and Leadership Circle 360 Practitioner. She is certified to use the iEQ9 Enneagram, Polarity Thinking (PACT), and Be Well Lead Well Pulse assessments with her clients.


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