Using the Kirkpatrick Model and the DISA Behavioural Model

A Winning Formula for L&D ROI

It’s no secret that businesses pour millions into Learning and Development (L&D) each year, hoping for practical tools and proven strategies to turn their workforce into high-performing teams.

But here’s the challenge... how do you prove the value of your L&D efforts? Enter the all-familiar Kirkpatrick Model. For some, it's the structured framework of L&D feedback. Couple it with the behavioural insights of the DISA Behavioural Model, and you’ve got yourself a dynamic duo worthy of any ROI (Return on Investment) challenge.

Let’s explore why these two models are a match made in behavioural heaven.

The Kirkpatrick Model: A Brief Overview

The Kirkpatrick Model is a four-level framework that evaluates the effectiveness of training programmes:

😊 Reaction: Did participants like the training? (Think smiley faces on feedback forms.)

🎓 Learning: Did they actually learn something new? (Cue the “Aha!” moments.)

📊 Behaviour: Are they applying what they’ve learned back at work? (This is where the DISA Model comes in.)

💼 Results: Is the training contributing to business outcomes? (Show me the money!)

Where DISA Steps In

Unlike personality models, the DISA Model focuses on behaviour, dividing it into four distinct styles:

🔴 Red - Dominant: Bold, direct, and results-driven.
🌟 Yellow - Influential: Energetic, social, and persuasive.
💚 Green - Steadfast: Patient, loyal, and supportive.
🔵 Blue - Analytical: Logical, precise, and detail-oriented.

These behavioural insights are invaluable when applying the Kirkpatrick Model, particularly at Levels 3 and 4. 

Bridging Kirkpatrick and DISA: Practical Tips

🔍 Tailored Feedback at Level 1 When collecting initial reactions, consider the behavioural tendencies of your learners. A Red-Dominant participant might prefer concise, goal-oriented questions, while a Yellow-Influential learner thrives on open-ended feedback opportunities. By aligning your feedback tools with behavioural styles, you’re more likely to capture honest and useful insights.

📚 Customised Learning at Level 2 Behavioural styles influence how people learn. Blues might crave detailed data and structured content, whereas Greens might prefer collaborative group discussions. Tailoring your training to these preferences not only boosts learning outcomes but also demonstrates respect for individual behaviours.

📈 Monitoring Behavioural Shifts at Level 3 Here’s where it gets exciting. Use the DISA Model to assess behavioural changes post-training. For example, has your typically Blue - Analytical finance manager embraced a touch of Yellow - Influential collaboration? Documenting these shifts provides compelling evidence of training effectiveness.

🏆 Proving ROI at Level 4 At this stage, behavioural insights can clarify how training impacts business outcomes. For instance, has the Red - Dominant sales team smashed their targets thanks to new negotiation skills? Or has the Green - Steadfast operations team streamlined processes to boost efficiency? Aligning behavioural data with results creates a narrative that’s hard for stakeholders to ignore.

The ROI Payoff

According to the Chartered Institute of Personnel and Development (CIPD), organisations with robust L&D strategies report 24% higher profit margins (CIPD, 2023). Combine that with insights from the DISA Model, and you’re looking at not just higher ROI but also a more engaged, cohesive workforce.

References

CIPD (2023). Learning and Development Annual Report. Available at: https://www.cipd.co.uk (Accessed: 10 January 2025).

Kirkpatrick, D. and Kirkpatrick, J. (2006). Evaluating Training Programs: The Four Levels. 3rd ed. San Francisco: Berrett-Koehler Publishers.
 

Final Thoughts (And a Bit of Banter)

Using the Kirkpatrick Model without the DISA Model is like making an Ulster fry or a full English without the sausage... it’ll do the job, but you’re missing the magic. By marrying structured feedback with behavioural insights, you’re not just ticking boxes; you’re creating meaningful, measurable change.

If you’re ready to transform your L&D strategy and boost your ROI, let’s chat! Visit www.bmbyou.com and discover how we can bring behavioural brilliance to your business. After all, even Sherlock needed a Watson.