Drive Innovation, Light Change
For decades, organizations have relied on the Kirkpatrick model to evaluate training effectiveness. Its fourth and highest level — results — focuses on whether training impacts measurable outcomes like sales or production metrics.
That approach works for straightforward interventions (e.g., technical training boosting output). But in today’s complex workplaces — where learning blends with culture, leadership, and systems — results are influenced by many factors. Training alone rarely tells the whole story.
We believe it’s time to aim higher. Level 5 Learning — developed by Guiding Star Communications and Consulting and Snyder Inc. — moves beyond results to measure something deeper and more enduring: competency change.
A competency is a combination of observable knowledge, skills, abilities, and personal attributes required to succeed in a role. Unlike temporary spikes in performance, competencies underpin sustained results — and when they shift, they transform both individual potential and organizational culture.
Focusing on competencies:
Consider customer service training. Many programs aim to “improve service” but fail to define what that really means. Without clarity, you can’t measure progress — or ensure results last.
Our approach maps customer service as a competency cluster: traits like commitment to excellence, problem-solving, emotional intelligence, and team collaboration. We benchmark these against high performers, then measure change after training.
The result? Instead of tracking vague satisfaction metrics, we see a progression in competency: from baseline (“meets minimum expectations”) through ownership (“takes personal responsibility”) to leadership (“becomes the resource for others”). This shift signals lasting cultural change — not just a momentary boost.
Traditional evaluation stops at “Did results improve?” Level 5 asks, “Did competencies advance — and to what degree?”
Using role-specific benchmarks, we map competency growth along a scale, for example:
By tracking competency movement, organizations see not just if learning “worked,” but how deeply it reshaped behavior and capability.
Level 5 isn’t just a theory — it’s a practical framework you can integrate into:
Guiding Star and Snyder Inc. combine this model with our other proprietary tools — Culture Digs™, Engagement View™, and more — to create learning initiatives that are measurable, sustainable, and transformative.
By targeting competency change, Level 5 Learning provides a stronger foundation for ROI. Results become more predictable, sustainable, and aligned to long-term strategy — rather than short-term spikes that fade with time.
For leaders of learning, this means:
For more information:
Todd Kasenberg, Guiding Star Communications and Consulting; (toll-free in North America) 1-866-603-2766 | www.guidingstarcc.com
David Snyder, Snyder Inc; 919-878-0776 | www.mindread.net
Access Level 5 Learning White Paper
When you work with Guiding Star, you ignite real transformation — in your people, your teams, and your impact. Let's spark light, warmth, and lasting excellence for your customers, donors, and stakeholders.
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