A recent article in Chief Learning Officer details the adjustments to an industry standard learning model, the Kirkpatrick model.  The article discusses the history and the future of the model and its effects on the current training generation.  The model has four clear, important terms: reaction, learning, behavior, results.  The idea is that all four of these are essential and build one on the other for successful corporate learning. Kirkpatrick was on to something when he focused on these four words.  Too often, we focus on the learning or the results without implementing or helping to implement a change in behavior necessary to sustain or produce the desired results.  The article argues that businesses spend too much time focusing on reaction and learning and not enough time on behavior and results.  In the classroom, instructors are goal oriented.  They set goals to present material A, B, C, and D.  If the material gets presented completely and thoroughly, the item gets checked off the list.  Done.  Let's move on.  However, once the employee returns to his world A, B, C, and D, don't mean anything to him because the behavior hasn't been changed.  Ultimately, this results in the employer's frustration because the results they are expecting never come or are not sustained.  Kirkpatrick's model is right on target for today.  But it is important to keep an even focus on all four aspects of this learning model.