Podcast appearances and mentions of jim kirkpatrick

Today, we are joined by Dr. Jim Kirkpatrick.Dr. Jim Kirkpatrick is the senior consultant for Kirkpatrick Partners. He is a visionary and an expert in training evaluation and the creator of the New World Kirkpatrick Model. Using his 15 years of experience in the corporate world, including eight years as a training manager, Jim trains and consults for corporate, government, military and humanitarian organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners to become a viable force in the workplace. Jim delivers lively keynote addresses and conducts workshops on topics including maximizing business results, creating powerful training and evaluation strategies, building and leveraging business partnerships and increasing the transfer of learning to on-the-job behaviors. Jim co-authored three books with his father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation and Training on Trial. Jim and Wendy also served as the subject matter experts for the United States Office of Personnel Management's Training Evaluation Field Guide: Demonstrating the Value of Training at Every Level.In this episode, we explore the difference between the usefulness and credibility of training programs. Dr. Jim Kirkpatrick emphasizes the importance of aligning training results with desired business outcomes and the critical need for collaboration with senior leaders and line managers. Discover key strategies for keeping training relevant and engaging, how observation and relationships influence its impact, and the essential role of blended evaluation methods.Dr. Jim Kirkpatrick's LinkedIn: https://www.linkedin.com/in/jamesdonaldkirkpatrick/ -Website and live online programs: http://ims-online.comBlog: https://blog.ims-online.com/Podcast: https://ims-online.com/podcasts/LinkedIn: https://www.linkedin.com/in/charlesagood/Twitter: https://twitter.com/charlesgood99Chapters: (00:00) Introduction(01:20) Technique: Usefulness vs. Credibility in Training(03:58) Technique: Starting with Desired Results(07:42) Tip: The Importance of Reinforcement in Training(12:07) Tip: Effective Training Evaluation Strategies(20:08) Tool: Outputs vs. Outcomes: Measuring Training Success(21:53) Tip: Advice for Training Professionals(23:25) Conclusion

Today, we are joined by Dr. Jim Kirkpatrick.Dr. Jim Kirkpatrick is the senior consultant for Kirkpatrick Partners. He is a visionary and an expert in training evaluation and the creator of the New World Kirkpatrick Model. Using his 15 years of experience in the corporate world, including eight years as a training manager, Jim trains and consults for corporate, government, military and humanitarian organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners to become a viable force in the workplace. Jim delivers lively keynote addresses and conducts workshops on topics including maximizing business results, creating powerful training and evaluation strategies, building and leveraging business partnerships and increasing the transfer of learning to on-the-job behaviors. Jim co-authored three books with his father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation and Training on Trial. Jim and Wendy also served as the subject matter experts for the United States Office of Personnel Management's Training Evaluation Field Guide: Demonstrating the Value of Training at Every Level.In this episode, we explore the significant changes and evolutions in training and learning and development over the past few decades.Key topics include:• The impact of AI• Learner preferences• Workplace trainingGain insights from Dr. Jim Kirkpatrick about the Kirkpatrick Model and how to understand targeted outcomes, reinforce critical behaviors, and apply effective evaluation methods so organizations can enhance their training programs for better performance and success.Dr. Jim Kirkpatrick's LinkedIn: https://www.linkedin.com/in/jamesdonaldkirkpatrick/ -Website and live online programs: http://ims-online.comBlog: https://blog.ims-online.com/Podcast: https://ims-online.com/podcasts/LinkedIn: https://www.linkedin.com/in/charlesagood/Twitter: https://twitter.com/charlesgood99Chapters:(00:00) Introduction (01:19) Evolution of Training and L&D(03:15) Challenges and Achievements in Demonstrating Training Value(06:28) Tool: Targeted Outcomes (Level 4)(13:02) Tool: Applying Training on the Job (Level 3)(21:38) Tool: Acquiring Knowledge, Skills, and Attitude (Level 2)(25:57) Tool: Measuring Training Satisfaction (Level 1)(28:02) Conclusion

In this episode, Phil Willcox talks to Tarek Kamil, founder and CEO of Circle Broadcast to explore AI in modern communication and employee engagement. Tarek discusses experimentation in driving innovation within organisations, while Phil discusses the powerful emotion of fear and how fear of failure can hurt innovation. Together, they examine how organisations can shift their perspective, viewing employees as valuable assets rather than liabilities.   Links   Episode 50 – Emotion at Work in the Imposter Phenomenon - https://emotionatwork.co.uk/episode-50-emotion-at-work-in-the-imposter-phenomenon/   Episode 36 – Emotion at Work in Learning Evaluation with Jim Kirkpatrick - https://emotionatwork.co.uk/episode-36-emotion-at-work-in-learning-evaluation-with-jim-kirkpatrick/   Cerkl Broadcast: https://cerkl.com/   Tarek Kamil LinkedIn: https://www.linkedin.com/in/tkamil   Tarek Kamil at TEDx: Passion: A Means of Avoiding the Zombie Apocalypse: https://www.youtube.com/watch?v=hneUfWKARUU

SummaryDr. Jim Kirkpatrick, the son of Don Kirkpatrick, the father of evaluation in the training industry, discusses the importance of evaluating training programs. He explains the four levels of the Kirkpatrick Model: reaction, learning, behavior, and results. Kirkpatrick emphasizes the significance of level three (behavior) and level four (results) evaluations, which focus on applying the learning and measuring the impact on performance. He also highlights the evolution of the Kirkpatrick Model and the need for strong relationships with program sponsors, senior leaders, and managers to ensure successful evaluation. Kirkpatrick encourages organizations to start with a pilot program and build genuine relationships to improve training effectiveness.Takeaways* The Kirkpatrick Model consists of four levels: reaction, learning, behavior, and results.* Level three (behavior) and level four (results) evaluations are crucial for measuring the impact of training on performance.* Building strong relationships with program sponsors, senior leaders, and managers is essential for successful evaluation.* Starting with a pilot program and focusing on genuine relationships can improve training effectiveness.Visit Kirkpatrick Partners to learn more. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Making a Scene Presents Gerry Casey's Interview with Jim KirkpatrickDubbed “England's equivalent to Joe Bonamassa” by Blues Matters, Jim Kirkpatrick has built up over a quarter-century's experience in Blues and Rock and earned a ton of respect from his fans, peers and critics alike. Not only is he a gifted songwriter (who's written numerous nationally UK playlisted songs) but he's also a deft-fingered, multi-skilled,  guitarist who's famed for possessing both Bonamassa-type energy and slide guitar and fingerstyle— worthy of the great Duane Allman — as well.

Nigel GlocklerReturning to the Talk Louder Podcast for a third time, drummer Nigel Glockler discusses his latest all-star project, The Flood, featuring bassist Billy Sheehan, guitarist Jim Kirkpatrick, keyboardist Didge Digital and vocalist Chris Ousey. He also updates us on Saxon, recalls Cozy Powell's unwieldy drumkit and reveals an early obsession with KISS. Created and Produced by Jared Tuten

A thing if excellence...

Get ready to dive deep into the blues with the latest episode of the Blues is the Truth podcast, hosted by Ian McHugh and featuring a stunning lineup of legendary artists and rising stars. This episode showcases the unparalleled talent of Freddie King, BB King, John Lee Hooker, and Jimi Hendrix, as well as the bluesy stylings of Duke Robillard, Marcia Ball, and Paul Rogers. Join Ian as he guides you through a musical journey that spans generations and genres. You'll be transported to the smoky clubs of Cleveland, where Cleveland Blue and the Bad Pennies electrify the stage with their soulful sound. You'll feel the soulful vibrations of Bison Hip and the raw energy of Jim Kirkpatrick as they channel the blues greats. And that's not all – you'll also hear from some of the freshest voices in the blues scene, like the Cinelli Brothers, PJ O'Brien, and John Rutherford, who are carrying the torch of this timeless genre. With an eclectic mix of blues styles, from traditional to modern, this episode has something for everyone. So tune in and discover why the blues is truly the truth. With an all-star lineup of musicians and unforgettable performances, this episode is a must-listen for any blues fan. Dont Forget to like, share, subscribe and review the show on your podcast platform of choice and join us on Facebook at facebook.com/groups/bluesisthetruth

Jim Kirkpatrick would have been 80 years old today. The phrase, "gone, but not forgotten" couldn't be truer in regards to this wonderful man and the impact he had on our family. Jim was a real 'gem', and I hope we continue celebrating that with this next season of the podcast. As always, we'll see you on the twelfth of never

In this episode of Beltway Broadcast, your Metro DC Chapter of ATD hosts Dr. Jim Kirkpatrick. Dr. Kirkpatrick is co-owner of Kirkpatrick Partners, The Standard for Leveraging and Validating Talent Investments™. He is a visionary, an expert in training evaluation, and the creator of the New World Kirkpatrick Model. Dr. Kirkpatrick co-authored three books with his father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation and Training on Trial. In this episode, Dr. Kirkpatrick discusses the importance of evaluation, shares practical tips on how to get started with evaluation practices, and explains how to use the Kirkpatrick Model to demonstrate training's value to the business.   If you'd like to learn more about Dr. Kirkpatrick, visit Kirkpatrick Partners website.  For more info about the Metro DC Chapter of ATD, visit DCATD.org.  Episode Credits: Series Announcer: Julie Waters Hosts: Christina Eanes, Stephanie Hubka, Laëtitia Gnago, and Halyna Hodges

Geriatric principles impact the utility, performance, and interpretation of CV imaging tests. Considering geriatric principles can improve the patient experience during CV testing and the application of test results to clinical care. In this interview, Jeroen Bax, PhD, MD, FACC; Jim Kirkpatrick, MD, FACC; and Akhil Narang, MD, FACC, discuss the clinical utility and age-related challenges of CV imaging in older patients. Like what you hear? Get 20 episodes a month with CME/MOC credit at www.acc.org/ACCEL.

Route 666 from 19.07.21 gave Smudge the Blues.... and the Boogie...! Tracks from these blues n boogie titans got your feet tapping and your head nodding - Billy F Gibbons , Savoy Brown , Jim Kirkpatrick , Gwyn Ashton , Roger Chapman , Starlite Campbell Band , When Rivers Meet , The Rides , Delbert McClinton , Kenny Wayne Shepherd , John Verity , Steve Marriott , The Fabulous Thunderbirds , The Hamsters , Gov't Mule , Scarlette Fever , Steve Cropper , Kamchatka , Crossfire , Bucket's Rebel Heart , Christopher Shayne , Dan Baird , Michael Katon , Sons Of Liberty , George Thorogood  

This weeks guest on the road to rock podcast is British vocalist and song writer Robert Hart.Roberts career has seen him grace stages and recording studios as part of The Distance, Bad Company and the jones Gang, and for the past 10 years robert has been the lead singer of manfred Mann's earth band.Robert has worked on various group and solo projects over the years which has led him to collaborate with the likes of Rolling Stones Ronnie wood, Andy Taylor form Duran Duran, Company of snakes with Bernie marsden and FM's Steve overland and Jim Kirkpatrick.His songwriting career took him to the USA where he was the first English writer to be signed to Disney owned Hollywood records. Robert worked on soundtracks for movies and even stepped in for the odd cameo role.Aside from spending the past decade touring the world with Manfred Mann, Robert worked on his own solo albums, releasing his most recent one, Pure, last year.He called on his rock buddies Steve overland and Hollywood Vampires Tommy Denander to help record and produce the album which has resulted in 12 tracks of unique pop rock.Robert was on the rock meets classic tour in Europe with Alice Cooper and thunder when the COVID-19 pandemic hit, forcing the remaining tour dates to be abandonedThis week I caught up with Robert to discuss the highs and lows of his multi decade career and hear how he came to be the front man of bands he admired growing up.Roberts fishbowl roulette episode is at the end of his interview...Warning - This episode contains substance abuse content some listeners may find triggering.

Mitch Lafon presents... FM's Jim Kirkpatrick discusses his latest solo album Ballad Of A Prodigal Son, working with Bernie Marsden (former Whitesnake), his time with FM and his thoughts about their classic albums Indiscreet and Tough It Out as well as the band's upcoming Tough It Out LIVE release (out April 9th 2021) To buy his album head over to Jimkirkpatrick. com (Recorded March 2021 - unedited interview) Help support the show. Please consider a donation: https://www.paypal.me/MitchLafon See omnystudio.com/listener for privacy information.

Down at the crossroads...

On Friday's breakfast show Gary spoke to local musician Jim Kirkpatrick about his new single '61 & 49'. Listen to the full track: https://www.youtube.com/watch?v=9uIQC67gYio

Time to get boogiefied with Route 666 only on MMH The Home of Rock Radio - Smudge found some absolute pearlers to nod your head and tap your toes too... by this lot -  Nazareth , Stevie Ray Vaughan , Michael Katon , The Groundhogs , Steve Marriott , The Hamsters , John Verity , Jim Kirkpatrick , Little Village , Ten Years After , Warner E Hodges , Dumpys Rusty Nuts , ZZ Top , Status Quo , Roger Chapman and the Shortlist , Steve Simpson , Foghat , Delbert McClinton , John McCoy , The Rolling Stones , Rose Tattoo , George Thorogood and the Delaware Destroyers, John Mayall and Quaker City Night Hawks...  

Lisa Feldman Barrett: Seven and a Half Lessons About the Brain Lisa Feldman Barrett is among the top one percent most cited scientists in the world for her revolutionary research in psychology and neuroscience. She is a University Distinguished Professor of Psychology at Northeastern University, with appointments at Harvard Medical School and Massachusetts General Hospital. She is also Chief Science Officer for the Center for Law, Brain & Behavior at Harvard University. In addition to her bestselling book How Emotions Are Made*, she has published over 240 peer-reviewed, scientific papers appearing in Science, Nature Neuroscience, and other top journals in psychology and cognitive neuroscience. She has also given a popular TED talk with nearly 6 million views and received a Guggenheim Fellowship in neuroscience and an NIH Director's Pioneer Award. In this conversation, Lisa and I discuss the lessons from her newest book, Seven and a Half Lessons About the Brain*. We explore some of the common misperceptions about brain biology and examine how much energy use and conservation affects us. Then, we uncover how we can help ourselves — and others — learn better. Key Points The primary purpose of your brain is to keep you alive. As a result, your brain predicts almost everything you do. Unlike how we perceive, sensing actually comes second for the brain. It’s wired to prepare for action first. Learning is an expensive use of energy. Leaders can cultivate environments for learning by providing stable environments that don’t burn unnecessary energy. Changing behavior in the heat of the moment isn’t likely, but we can change how our brain will predict outside of the moment. You are always cultivating your past, since today’s present becomes the past. That’s how you change the way your brain predicts in the future. Resources Mentioned Seven and a Half Lessons About the Brain* by Lisa Feldman Barrett Lisa Feldman Barrret’s website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Essentials of Adult Development, with Mindy Danna (episode 273) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Four Steps to Get Training Results, with Jim Kirkpatrick (episode 446) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Lisa Feldman Barrett: Seven and a Half Lessons About the Brain Lisa Feldman Barrett is among the top one percent most cited scientists in the world for her revolutionary research in psychology and neuroscience. She is a University Distinguished Professor of Psychology at Northeastern University, with appointments at Harvard Medical School and Massachusetts General Hospital. She is also Chief Science Officer for the Center for Law, Brain & Behavior at Harvard University. In addition to her bestselling book How Emotions Are Made*, she has published over 240 peer-reviewed, scientific papers appearing in Science, Nature Neuroscience, and other top journals in psychology and cognitive neuroscience. She has also given a popular TED talk with nearly 6 million views and received a Guggenheim Fellowship in neuroscience and an NIH Director's Pioneer Award. In this conversation, Lisa and I discuss the lessons from her newest book, Seven and a Half Lessons About the Brain*. We explore some of the common misperceptions about brain biology and examine how much energy use and conservation affects us. Then, we uncover how we can help ourselves — and others — learn better. Key Points The primary purpose of your brain is to keep you alive. As a result, your brain predicts almost everything you do. Unlike how we perceive, sensing actually comes second for the brain. It’s wired to prepare for action first. Learning is an expensive use of energy. Leaders can cultivate environments for learning by providing stable environments that don’t burn unnecessary energy. Changing behavior in the heat of the moment isn’t likely, but we can change how our brain will predict outside of the moment. You are always cultivating your past, since today’s present becomes the past. That’s how you change the way your brain predicts in the future. Resources Mentioned Seven and a Half Lessons About the Brain* by Lisa Feldman Barrett Lisa Feldman Barrret’s website Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Essentials of Adult Development, with Mindy Danna (episode 273) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Four Steps to Get Training Results, with Jim Kirkpatrick (episode 446) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Programa 226 del 06 de enero trasmitiendo en España en Sol y Rabia, Revi Radio, TNT Radio Rock, Asalto Mata Radio Rock y CD Music Radio, en Argentina en Lado Salvaje Radio y en Puerto Rico en Heavy Metal Mansion. Donde los reyes lo que te traen es buena música, con bandas frescas como Stan Bush, Black Paisley, Chris Manning, Veonity y Jim Kirkpatrick y otras más reconocidas como Dream Theater, Accept, Reb Beach, Motley Crue, Diamond Head, Metallica y Marilyn Manson. De España Donuts Hole y etrevistamos a los italianos Hell in the Club. Canciones que escucharas hoy: 1.Dream Theater - Overture 1928 /Strange Deja Vu 2.Stan Bush - The Times of Your Life 3.Accept - Too Mean to Die 4.Black Paisley - Without Us 5.Reb Beach - Black Magic 6.Hell in the Club - Here Today Gone Tomorrow 7.Hell in the Club - Last of the Undying Kind 8.Hell in the Club - Mr. Grouch 9.Motley Crue - Dr. Feelgood 10.Diamond Head - Lightning to the Nation 11.Metallica & The San Francisco Symphony - Moth into Flames 12.Chris Manning - Came Out Alive 13.Veonity - Broken 14.Veonity - Graced or Damned 15.Jim Kirkpatrick - Be Hard with It 16.Marilyn Manson - Perfume 17.Donuts Hole - Mapas

Merry Christmas and a Happy New Year to you all! May 2021 see the return of music festivals, rock concerts and global tours!As most of the UK is spending New Year in Tier 4 lockdowns, I have no idea how this will happen but as Limp Bizkit and some bloke called George once said... We gotta have faith!This weeks episode of The Road To Rock is with a man who has toured the world and played more concerts and festivals than Steven Tyler can shake his microphone stand at.Jim Kirkpatrick is the lead guitarist with British melodic rock band FM and has been part of the band since 2008.FM was born in the summer of 1984 when Steve Overland and his brother Chris formed the band.  Over the years they toured with the likes of Foreigner, Saxon, Thin Lizzy and Bon Jovi, have headlined their own tours in the UK and globally and in May of 2020, released their 12th studio album called Synchronised.Aside from playing in FM, Jim performs with former Whitesnake guitarist Bernie Marsden and also tours with Rhino's Revenge, a band fronted by Status Quo bass player John 'Rhino' Edwards.Somehow in the midst of this manic work schedule, Jim found the time to release his own solo album, Ballad Of A Prodigal Son, back in September.I caught up with Jim a few weeks ago to chat about how the release went, how he joined FM, how they almost got stuck in Australia for the pandemic and what happened when he played the main stage of Download Festival for the first time....https://www.jimkirkpatrick.com/

Muchas veces una imagen vale más que mil palabras, así que echa un vistazo a nuestra playlist y súbete a un cohete directo al universo Rock y Metal sin etiquetas con espacio para cada gusto: 1.- SKELETOON – Carry On 2.- STORMZONE – Ignite The Machine 3.- ALCATRAZZ – Finn McCool 4.- WICKED SMILE – Wait For The Night 5.- TORCH – Collateral Damage 6.- BÜRNER – Murder 7.- COREY TAYLOR – Meine Lux 8.- HELIX – Eat Sleep Rock 9.- THE CASANOVAS – Outlaw 10.- FIERCE HEART – Long Gone 11.- TEXMANIANS – Road Racer 12.- DEEP PURPLE – What The What 13.- JIM KIRKPATRICK – Always On The Road 14.- OVERLAND – Black Heart 15.- BLUE ÖYSTER CULT – Tainted Blood 16.- JOHN NORUM – Still The Night 17.- ARTIC RAIN – Friends 18.- ARTICAL – You Run Away 19.- BROTHER FIRETRIBE – Rock In The City 20.- AMARANTHE – Strong 21.- KENZINER – Tears Of Destiny 22.- HEATHEN – Sun In My Head 23.- KATAKLYSM – The Way Back Home 24.- GENUS ORDINIS DEI – Edict 25.- PERSUADER – The Curse Unbound 26.- SINNER´S BLOOD – Phoenix Rise 27.- ACCEPT – The Undertaker 28.- SYNTHETIC – Into Oblivion 29.- SCARDUST – Mist 30.- GOTTHARD – Let It Be Dirigido por Jesús Alijo LUX ¡QUE NADIE SE TE ADELANTE! NO DUDES EN REGISTRARTE, DISFRUTAR, COMENTAR, SEGUIRNOS Y COMPARTIR, GRACIAS.

Your legal questions answered, Jim Kirkpatrick stops by for a chat about his new music, and it's international bacon day - so we speak to a local butcher!

Olivia Fuller: Hi, and welcome to Book Club, a podcast from Sales Enablement PRO. I’m Olivia Fuller. Sales enablement is a constantly evolving space and we’re here to help professionals stay up to date on the latest trends and best practices so they can be more effective in their jobs. Today, I’m so excited to have Jim Kirkpatrick, the co-owner and senior consultant at Kirkpatrick partners join us. Jim, I’d love if you could just take a moment and introduce yourself to our audience. Jim Kirkpatrick: Alright, it’s really my pleasure to be here and thanks for inviting me. Jim Kirkpatrick, Kirkpatrick Partners. I am a chip off the old block, the oldest son of my dad, Don Kirkpatrick, who invented the four levels back in the 1950s, and over the last 20, 25 years I’ve been carrying the torch and worked for the company as a co-owner of Kirkpatrick Partners. We are doing our best to help learning providers and talent management people to become business partners and not just training providers. OF: To what degree are current evaluation processes in most organizations on track to demonstrate training’s value to the business? JK: Well, I hate to say it, but for the most part, they are not. People are following tradition faithfully, smile sheets to see if the participants are happy, pre- and post-knowledge tests to see if they’ve improved their scores and what they’ve got in their head, and maybe a 90-day or 120-day survey to find out what’s going on out there. To be honest, there’s two things wrong with that. One, you’re not getting nearly enough information using single-source or single-method kinds of things. Most of this stuff is not really relevant to performance. The biggest problem is not focusing on the performance itself, but only finding out at 90 days, are we seeing anything from our training? And doing nothing about trying to inspire it or compel it to happen. For the most part, senior leaders are not finding the data and the information that learning providers are presenting as credible that they are indeed making a difference in the business. OF: What is the Kirkpatrick model? JK: There are four levels: level four is results. We want to do some kind of a business needs analysis to find out what results are stakeholders looking for. Then, level three is behavior. To what degree people applied it, which will then lead to level four. We want to find out what kind of performance and behaviors will people need to do on the job at level three in order to see the results. Level two is learning, what will they need to know? What skills will they have to have in confidence to perform their job? Level one is reaction, just good adult learning theory of how can we reach them so that they’re even interested enough to learn in the, in the beginning? For instance, 15 minutes works better than 45 minutes for those kinds of things. That’s the reverse order of what it takes to plan effectively. Unfortunately, most of our industry thinks we start with level one, with the smile sheet. We do level two, some training and hope they learn it. Then, as I said, a survey for level three and then really, basically say level four is unattainable. And it’s just not true. OF: Your training often refers to building bridges. What does that have to do with evaluation? JK: Well, I had a conversation, just one-on-one with Stephen Covey about 10 years ago. I asked him about his seven habits, is there one that really stood out against all the rest? And he said, “No, really they all equally all kind of work together”. I said, “I know that, but is there one that you think our industry needs to perform more than others?” He kind of looked around, all kind of twinkly and said, “Yeah, there is. Seek first to understand before for you seek to be understood”. That’s what the bridges are about. Our industry says, “I can't get any buy-in from senior leaders. We can’t get any buy-in from the managers”. It’s because they have not built bridges with them, relationships and earned the right to get collaboration with them by first seeking to understand. We’re so eager to start peddling our wares, our competency models, and our learning objectives and our skill gaps closing. They don’t care about that stuff. We have to first build strategic bridges with our senior leaders to get them on board with this, and to hear them out before we start talking. With the supervisors and managers, we need to hear them out. What are the challenges that are going on? Hopefully what will happen then is, if we listen, there’s enough with their goodwill in mind, they’ll say, “Jim, you got something that can help us”, and I’ll say, “As a matter of fact, I think we do”. I love the word enablement that you use. I got to call you on that because enablement could mean a couple of different things. It could be enabling the results, or it could be enabling the performance. We look at both. Level three enables the results, it’s the only pathway to get to results, but you’ve got to enable the performance and turn the learning into doing. I love that you don’t just call it sales training. You call it sales enablement, enabling people, whatever it takes to get them to do their job so that the results will be forthcoming. So, I just got to call you out on that word. It’s a good one. OF: How can you get buy-in for training programs from senior leadership? JK: Well, first of all, do your homework. You know, review the mission statement, the vision statement, the core values, those kinds of things so you’re educated from a strategic point of view before you just go in and say, “What keeps you up at night?” The buy-in, I can tell you is not just a senior leader, a program sponsor saying, “Yeah, it sounds like a good program. I’m behind you. Go for it”. Buy-in for us is in action. What we try and do is talk to the senior leader, the program sponsor, the senior salesperson for instance, and make sure they understand that the more they are actively involved in the follow-up and the accountability and championing those who are doing well and challenging those who aren’t, the faster the behaviors will take place and the quicker their results will come. We have to make that kind of a business case to them that first of all, we got to end the madness. Training alone isn't enough to get the job done. It never has been, it isn’t and never will be, but the bridges and the buy-in through action will help enable and help pull through the performance in order to get the results. We have to first convince them, don’t rely on training alone, rely on the collaborative effort, the cooperative efforts, and you guys, senior leaders, have more authority and more influence than all the rest of us put together. So, then you want to make sure you’re giving them some things to do, working out with them things that are easy to do, that are not too complicated, and you reserve for your mission-critical programs. OF: How do you ensure that training is effective in creating the behavior change that’s necessary to improve performance? JK: Well, first of all, training won’t. It will give people the skills to do it. Look at what’s happening with COVID-19. It’s a beautiful example of something that we should emulate. They are focusing on three critical behaviors and that is the mask, washing your hands, and social distancing. Certainly, there’s a little bit of education about what’s causing the virus and this and that. There could be some training about that, but it comes down to, over and over, is how many different ways Dr. Fauci and Deborah Birx and the whole world is trying to remind us and compel us to do it with the signs on the highway, the circles in central park, the plexiglass, all the different things that are designed to enable us and compel us to apply those three critical behaviors. They’re really right when they say the degree to which we apply those critical behaviors will determine how quickly we flatten the curve. We’re seeing in places where those behaviors aren’t happening, even though people know better, we don’t need to train them about those things. They’ve all heard it. The world has heard it. It’s all about how we get them to do it. Those are the areas that are either successful or not, the degree to which they’re applying those three behaviors. Follow the science, follow the data, see what kind of numbers you’re getting, real numbers. It’s a beautiful model for us to engage in, and you can see how difficult it is when you’re out there. Very few people, at least around here are wearing masks and they’re huddling up together. They’re having fun on the boat together and the beast is still around. OF: Now, Jim, what does the future of training look like from your vantage point? JK: We still will always need foundational training. I understand that, but we can’t be putting 85% of our effort into it. The key word is performance. Those of us who will apply learning – and I don’t call it microlearning, I call it micro performance boost. It isn’t just about quick little things to get into my head, but it is things that will get into my head quickly that will cause me to do my job better. I think the future of training is giving people things that they need to improve the job that the supervisor has recommended, the supervisor is supporting, that will act quickly and easily to improve their performance. Once we get back to a new normal, there isn’t going to be time and money on a lot of training that is not hitting the performance mark. That is a luxury that is gone for the most part. It really needs to be the short things because of our short attention spans, needs to be videos in a variety of different means in order to help employees do their job better. Their supervisors say, “These people helped us” and the senior leaders will say, “Job well done, come back and help us more”. OF: Well, Jim, this has been a fantastic conversation. Thank you so much for sharing your insights with our audience. JK: My pleasure. Good talking to you guys. OF: To our audience, thanks for listening. For more insights, tips, and expertise from sales enablement leaders, visit salesenablement.pro. If there’s something you’d like to share or a topic you’d like to learn more about, please let us know. We’d love to hear from you.

Olivia Fuller: Hi, and welcome to Book Club, a podcast from Sales Enablement PRO. I’m Olivia Fuller. Sales enablement is a constantly evolving space and we’re here to help professionals stay up to date on the latest trends and best practices so they can be more effective in their jobs. Today, I’m so excited to have Jim Kirkpatrick, the co-owner and senior consultant at Kirkpatrick partners join us. Jim, I’d love if you could just take a moment and introduce yourself to our audience. Jim Kirkpatrick: Alright, it’s really my pleasure to be here and thanks for inviting me. Jim Kirkpatrick, Kirkpatrick Partners. I am a chip off the old block, the oldest son of my dad, Don Kirkpatrick, who invented the four levels back in the 1950s, and over the last 20, 25 years I’ve been carrying the torch and worked for the company as a co-owner of Kirkpatrick Partners. We are doing our best to help learning providers and talent management people to become business partners and not just training providers. OF: To what degree are current evaluation processes in most organizations on track to demonstrate training’s value to the business? JK: Well, I hate to say it, but for the most part, they are not. People are following tradition faithfully, smile sheets to see if the participants are happy, pre- and post-knowledge tests to see if they’ve improved their scores and what they’ve got in their head, and maybe a 90-day or 120-day survey to find out what’s going on out there. To be honest, there’s two things wrong with that. One, you’re not getting nearly enough information using single-source or single-method kinds of things. Most of this stuff is not really relevant to performance. The biggest problem is not focusing on the performance itself, but only finding out at 90 days, are we seeing anything from our training? And doing nothing about trying to inspire it or compel it to happen. For the most part, senior leaders are not finding the data and the information that learning providers are presenting as credible that they are indeed making a difference in the business. OF: What is the Kirkpatrick model? JK: There are four levels: level four is results. We want to do some kind of a business needs analysis to find out what results are stakeholders looking for. Then, level three is behavior. To what degree people applied it, which will then lead to level four. We want to find out what kind of performance and behaviors will people need to do on the job at level three in order to see the results. Level two is learning, what will they need to know? What skills will they have to have in confidence to perform their job? Level one is reaction, just good adult learning theory of how can we reach them so that they’re even interested enough to learn in the, in the beginning? For instance, 15 minutes works better than 45 minutes for those kinds of things. That’s the reverse order of what it takes to plan effectively. Unfortunately, most of our industry thinks we start with level one, with the smile sheet. We do level two, some training and hope they learn it. Then, as I said, a survey for level three and then really, basically say level four is unattainable. And it’s just not true. OF: Your training often refers to building bridges. What does that have to do with evaluation? JK: Well, I had a conversation, just one-on-one with Stephen Covey about 10 years ago. I asked him about his seven habits, is there one that really stood out against all the rest? And he said, “No, really they all equally all kind of work together”. I said, “I know that, but is there one that you think our industry needs to perform more than others?” He kind of looked around, all kind of twinkly and said, “Yeah, there is. Seek first to understand before for you seek to be understood”. That’s what the bridges are about. Our industry says, “I can’t get any buy-in from senior leaders. We can’t get any buy-in from the managers”. It’s because they have not built bridges with them, relationships and earned the right to get collaboration with them by first seeking to understand. We’re so eager to start peddling our wares, our competency models, and our learning objectives and our skill gaps closing. They don’t care about that stuff. We have to first build strategic bridges with our senior leaders to get them on board with this, and to hear them out before we start talking. With the supervisors and managers, we need to hear them out. What are the challenges that are going on? Hopefully what will happen then is, if we listen, there’s enough with their goodwill in mind, they’ll say, “Jim, you got something that can help us”, and I’ll say, “As a matter of fact, I think we do”. I love the word enablement that you use. I got to call you on that because enablement could mean a couple of different things. It could be enabling the results, or it could be enabling the performance. We look at both. Level three enables the results, it’s the only pathway to get to results, but you’ve got to enable the performance and turn the learning into doing. I love that you don’t just call it sales training. You call it sales enablement, enabling people, whatever it takes to get them to do their job so that the results will be forthcoming. So, I just got to call you out on that word. It’s a good one. OF: How can you get buy-in for training programs from senior leadership? JK: Well, first of all, do your homework. You know, review the mission statement, the vision statement, the core values, those kinds of things so you’re educated from a strategic point of view before you just go in and say, “What keeps you up at night?” The buy-in, I can tell you is not just a senior leader, a program sponsor saying, “Yeah, it sounds like a good program. I’m behind you. Go for it”. Buy-in for us is in action. What we try and do is talk to the senior leader, the program sponsor, the senior salesperson for instance, and make sure they understand that the more they are actively involved in the follow-up and the accountability and championing those who are doing well and challenging those who aren’t, the faster the behaviors will take place and the quicker their results will come. We have to make that kind of a business case to them that first of all, we got to end the madness. Training alone isn’t enough to get the job done. It never has been, it isn’t and never will be, but the bridges and the buy-in through action will help enable and help pull through the performance in order to get the results. We have to first convince them, don’t rely on training alone, rely on the collaborative effort, the cooperative efforts, and you guys, senior leaders, have more authority and more influence than all the rest of us put together. So, then you want to make sure you’re giving them some things to do, working out with them things that are easy to do, that are not too complicated, and you reserve for your mission-critical programs. OF: How do you ensure that training is effective in creating the behavior change that’s necessary to improve performance? JK: Well, first of all, training won’t. It will give people the skills to do it. Look at what’s happening with COVID-19. It’s a beautiful example of something that we should emulate. They are focusing on three critical behaviors and that is the mask, washing your hands, and social distancing. Certainly, there’s a little bit of education about what’s causing the virus and this and that. There could be some training about that, but it comes down to, over and over, is how many different ways Dr. Fauci and Deborah Birx and the whole world is trying to remind us and compel us to do it with the signs on the highway, the circles in central park, the plexiglass, all the different things that are designed to enable us and compel us to apply those three critical behaviors. They’re really right when they say the degree to which we apply those critical behaviors will determine how quickly we flatten the curve. We’re seeing in places where those behaviors aren’t happening, even though people know better, we don’t need to train them about those things. They’ve all heard it. The world has heard it. It’s all about how we get them to do it. Those are the areas that are either successful or not, the degree to which they’re applying those three behaviors. Follow the science, follow the data, see what kind of numbers you’re getting, real numbers. It’s a beautiful model for us to engage in, and you can see how difficult it is when you’re out there. Very few people, at least around here are wearing masks and they’re huddling up together. They’re having fun on the boat together and the beast is still around. OF: Now, Jim, what does the future of training look like from your vantage point? JK: We still will always need foundational training. I understand that, but we can’t be putting 85% of our effort into it. The key word is performance. Those of us who will apply learning – and I don’t call it microlearning, I call it micro performance boost. It isn’t just about quick little things to get into my head, but it is things that will get into my head quickly that will cause me to do my job better. I think the future of training is giving people things that they need to improve the job that the supervisor has recommended, the supervisor is supporting, that will act quickly and easily to improve their performance. Once we get back to a new normal, there isn’t going to be time and money on a lot of training that is not hitting the performance mark. That is a luxury that is gone for the most part. It really needs to be the short things because of our short attention spans, needs to be videos in a variety of different means in order to help employees do their job better. Their supervisors say, “These people helped us” and the senior leaders will say, “Job well done, come back and help us more”. OF: Well, Jim, this has been a fantastic conversation. Thank you so much for sharing your insights with our audience. JK: My pleasure. Good talking to you guys. OF: To our audience, thanks for listening. For more insights, tips, and expertise from sales enablement leaders, visit salesenablement.pro. If there’s something you’d like to share or a topic you’d like to learn more about, please let us know. We’d love to hear from you.

Given the current economic climate in which all expenditures are being carefully monitored, there is not better time to use the four levels to create, deliver, measure and validate training that has true organizational value. It it time to be strategic business partners. Failing to do so will likely lead to our replacement by YouTube, apps, and avatars. Using his 15 years of experience in the corporate world, including eight years as a training manager, Dr. Jim Kirkpatrick trains and consults for corporate, government, military and humanitarian organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners to become a viable force in the workplace. Jim co-authored three books with his father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation which we’ll discuss today. Also in this episode: >Needed clarifications and misapplied practices of the original Kirkpatrick evaluation model along with an overview of the new world model that builds on it >How human nature works against our learning efforts and what to do about it >Key steps learning professionals can take to provide evidence of the value of their work >Common Evaluation pitfalls and how to avoid them >Steven Covey’s opinion of the most important habit And much more. Learn more about Jim and his work at https://www.kirkpatrickpartners.com/

Dr. James D. Kirkpatrick, co-owner and senior consultant of the Kirkpatrick Partners, joins The Accidental Trainer podcast for this episode. Jim discusses how trainers can hold managers accountable and work with learner supervisors to ensure three and four level evaluations are being implemented properly and effectively. We also discussed how COVID-19 is affecting these evaluations and much more.    Resources Kirkpatrick Partners website Kirkpatrick's training events James D. Kirkpatrick's ATD author page James D. Kirkpatrick's books

In this HCI Podcast episode, Dr. Westover talks with Dr. Jim Kirkpatrick about the role of training and evaluation in organizations currently and how things may change to respond to the shifting future of work. See the video here: https://youtu.be/VmgAgtB69vw. Dr. Jim Kirkpatrick (https://www.linkedin.com/in/kirkpatrickfourlevelevaluation/) is co-owner of Kirkpatrick Partners. He is a visionary and an expert in training evaluation and the creator of the New World Kirkpatrick Model.Using his 15 years of corporate experience, Jim trains and consults for organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners. Jim delivers keynote addresses and conducts workshops on topics including maximizing business results, creating powerful training and evaluation strategies, and building and leveraging business partnerships. Jim co-authored three books with his father, Don Kirkpatrick, the creator of the Kirkpatrick Model, and four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation. Jim and Wendy also served as the subject matter experts for the United States Office of Personnel Management's Training Evaluation Field Guide. Read more about Kirkpatrick Partners at kirkpatrickpartners.com.

Dr. Jim Kirkpatrick is a co-owner of Kirkpatrick Partners. He is a visionary and an expert in training evaluation and the creator of the New World Kirkpatrick Model. Using his 15 years of experience in the corporate world, including eight years as a training manager, Jim trains and consults for corporate, government, military and humanitarian organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners to become a viable force in the workplace. Jim delivers lively keynote addresses and conducts workshops on topics including maximizing business results, creating powerful training and evaluation strategies, building and leveraging business partnerships and increasing the transfer of learning to on-the-job behaviors. CONNECT WITH HIM Website: https://www.kirkpatrickpartners.com   RESOURCES Audible: 2 Free Audiobook when you sign up using the link below Link: http://bit.ly/32oF0Iq   Acadium: Want a marketing intern? Look no further Link: http://bit.ly/33BrUHJ   Podrover: Podrover lets you Collect and share your podcast reviews Link: http://bit.ly/2oycN2X  CONNECT WITH ME Website http://www.lunidelouis.com  Book: https://lunidelouis.com/books/   LinkedIn URL http://linkedin.com/in/lunide-louis-ph-d-29334375  Facebook URL https://www.facebook.com/BestRoutine/  Twitter URL https://twitter.com/bestroutine     

Jim Kirkpatrick: Four Levels of Training Evaluation Jim Kirkpatrick is co-owner of Kirkpatrick Partners. He is an expert in training evaluation and the creator of the New World Kirkpatrick Model. He trains and consults for corporate, government, military, and humanitarian organizations around the world. Jim co-authored three books with his late father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation*. In this conversation, Jim and I explore the details of the New World Kirkpatrick Model. Many leaders miss the critical nature of focus on level 4 (results) and level 3 (behavior). We examine these two levels in detail and show leaders how they can take practical steps to link training with results. Key Points Ask yourself this when considering results: “Is this what the organization exists to do, deliver, or contribute to its customers or society, at a high level?” Level 4 (Results): The degree to which targeted outcomes occur as a result of the training and the support and accountability package. Level 3 (Behavior): The degree to which participants apply what they learned during training when they are back on the job. Level 2 (Learning): The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training. Level 1 (Reaction): The degree to which participants find the training favorable, engaging and relevant to their jobs. Resources Mentioned Kirkpatrick Community: Free Resources Kirkpatrick’s Four Levels of Training Evaluation* by Jim and Wendy Kirkpatrick Bonus Audio Aligning Training with Business Objectives Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Tie Leadership Development to Business Results, with Mark Allen (episode 435) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jim Kirkpatrick: Four Levels of Training Evaluation Jim Kirkpatrick is co-owner of Kirkpatrick Partners. He is an expert in training evaluation and the creator of the New World Kirkpatrick Model. He trains and consults for corporate, government, military, and humanitarian organizations around the world. Jim co-authored three books with his late father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation*. In this conversation, Jim and I explore the details of the New World Kirkpatrick Model. Many leaders miss the critical nature of focus on level 4 (results) and level 3 (behavior). We examine these two levels in detail and show leaders how they can take practical steps to link training with results. Key Points Ask yourself this when considering results: “Is this what the organization exists to do, deliver, or contribute to its customers or society, at a high level?” Level 4 (Results): The degree to which targeted outcomes occur as a result of the training and the support and accountability package. Level 3 (Behavior): The degree to which participants apply what they learned during training when they are back on the job. Level 2 (Learning): The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training. Level 1 (Reaction): The degree to which participants find the training favorable, engaging and relevant to their jobs. Resources Mentioned Kirkpatrick Community: Free Resources Kirkpatrick’s Four Levels of Training Evaluation* by Jim and Wendy Kirkpatrick Bonus Audio Aligning Training with Business Objectives Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Tie Leadership Development to Business Results, with Mark Allen (episode 435) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Have you ever had an amazing idea for your company that you were not able to implement on your own? You decided to bring someone in to train the people on this new initiative and you were just positive that this was going to absolutely revolutionize the way that you did business. In your head, people on your team were going to set through this training, and at the end they were all going to be cheering and excited at all of the new information they received. Everyone would go back to work and be more productive and happy to work for such an amazing company that provides such cutting edge training. And even though it wasn’t quite like what you imagined, the employees did become more productive and energized, for the first couple of months. Old habits are hard to break and even though it may have been a good training, the long term effectiveness wasn’t as good because things went back to the way they were. It happens to companies of all types. Whether it be from a company’s internal training department or an outsourced coach or trainer, a team needs to be trained in new ways of doing things when your company is moving in a new direction. What companies often fail to do, is find ways to evaluate this new training to make sure that it is actually effective. Steps should be put in place to make sure that the training actually works, and there are results that can be seen from the trainings that have been had. On today’s show you’re going to learn about a system that does just that, called the New World Kirkpatrick Model from the creator Dr. Jim Kirkpatrick.  Dr. Kirkpatrick is the Senior Consultant at Kirkpatrick Partners, LLC, a Keynoter Speaker, Coach, and Author. Dr. Kirkpatrick attended University of Wisconsin - Stevens Point where he received Bachelors and Masters Degrees, before attending Indiana State University where he earned his PhD in Counseling Psychology. After college, Dr. Kirkpatrick was working as a Training Director for a bank in Indianapolis Indiana, and decided to learn more about training a team from from a visiting professor from the University of Wisconsin name Don Kirkpatrick. The last name was not a coincidence because that visiting professor was his father. Don was actually the developer of the original Kirkpatrick Model of training in the 1950’s, and since then Dr. Jim Kirkpatrick has developed the New World Kirkpatrick Model, which is credited as being a very powerful training model that ultimately serves the business organization and delivers results. Kyle and Dr. Kirkpatrick have an amazing conversation in which it is explained that no training by itself can deliver results, instead there needs to be follow up and accountability in order to create the habits that deliver the best results. For hundreds of free resources and to contact Dr. Jim Kirkpatrick or his team, visit https://www.kirkpatrickpartners.com. Thank You for tuning in and be sure to subscribe so you don’t miss any of the excited upcoming episodes of The Employer Blueprint Podcast.   

Jim Kirkpatrick was a youth leader at a church run camp in July 1969. He gathered with campers in a dining hall to watch the landing. He remembers being in "the mountains of Virginia and watching man adjust a camera on the moon and sitting in a state of wonder at the marvel of it all."

This episode looks at evaluating learning. My guest is someone whose surname spikes a lot of discussion and debate within learning and development, organisational development and the HR sector. I’ve known Jim Kirkpatrick since we first met in 2012 and we’ve worked together since. I feel very honoured to be one of the few people in the world that are a certified Kirkpatrick evaluation programme facilitator. We look at why you should evaluate learning, the approaches you should take and bust some of the myths out there that surround learning evaluation.   As always, here are your references: Find out more about the Kirkpatrick Programmes run with Developing People Globally: https://www.dpgplc.co.uk/courses-qualifications/learning-and-development/kirkpatrick-four-levels-evaluation-certification-programme/ Visit the Kirkpatrick Partners website: www.kirkpatrickpartners.com Sign up free for resources and newsletters on the Kirkpatrick website at: https://www.kirkpatrickpartners.com/Resources You can find details of the book Jim mentioned, ‘Kirkpatrick Four Levels of Evaluation’ on this link: https://www.amazon.co.uk/Kirkpatricks-Four-Levels-Training-Evaluation/dp/1607280086 Good to Great by Jim Collins: https://www.amazon.co.uk/Good-Great-Jim-Collins/dp/0712676090/ Find Kirkpatrick Partners on Twitter: https://twitter.com/TheKirkpatricks and on Linked In: https://www.linkedin.com/company/kirkpatrick-partners-llc/ For Paul Thoresen (Survey Guy) visit his Twitter profile at: https://twitter.com/surveyguy2

Jim Kirkpatrick/Kirkpatrick Partners Jim Kirkpatrick, PhD, is a Senior Consultant for Kirkpatrick Partners. Jim's major area of expertise is the Kirkpatrick Business Partnership Model. Jim consults for Fortune 500 companies around the world including Harley-Davidson, Booz Allen Hamilton, L'Oreal, Clarian, Ingersoll Rand, Honda, the Royal Air Force and GE Healthcare. Jim is a masterful facilitator […] The post Jim Kirkpatrick with Kirkpatrick Partners, Jack Phillips with ROI Institute and Melanie Hudson with EBS Healthcare appeared first on Business RadioX ®.

Jim Kirkpatrick and Steve Overland talk about the 25th anniversary of FM's debut album

Jim Kirkpatrick and Steve Overland talk about the 25th anniversary of FM's debut album

Steve Overland and Jim Kirkpatrick from melodic rockers FM talk to David Randall

Steve Overland and Jim Kirkpatrick from melodic rockers FM talk to David Randall