What you’ll leave with
The trainer separates participant experience, demonstrated learning and later application when deciding what to improve.
Before the session
- Choose one or two learning objectives before the session. Define a short task that would show whether participants can use the skill.
- Explain what feedback is collected, who will see it and whether responses are anonymous. Do not promise anonymity if your form collects identities.
- Use a short accessible form or printed sheet. Make open questions optional and include a “not applicable” option where appropriate.
The run of show
Revisit the objective
Display the specific skill or decision the session aimed to support. Example: “Write a clear handover with an owner, due date and acceptance criteria.” Explain that a useful evaluation looks at learning as well as how the session felt.
Collect a small learning sample
Invite participants to apply the skill to a short fictional example. Use the same stated criteria for everyone. For the handover example, check for an owner, due date and criteria. Let participants keep the work private if evaluation of individuals was not agreed in advance.
Collect session feedback
Ask the five core survey questions on the worksheet. Give quiet time and make clear that criticism is useful. Avoid reading responses aloud while people are still submitting. Offer a text or spoken alternative privately when needed.
Record a next step
Ask participants to name one situation in which they could apply the skill and one obstacle. Explain whether and when a follow-up will happen. Thank people without implying that positive scores are expected.
Inside the participant worksheet
- Survey Q1 | The session addressed a need relevant to my work. Strongly disagree / disagree / neutral / agree / strongly agree / not applicable.
- Survey Q2 | I had a usable way to participate. Same scale, with an optional comment.
- Survey Q3 | Which activity helped your learning most, and why?
- Survey Q4 | What should we change before running this session again?
- Survey Q5 | Where could you apply this skill, and what might get in the way?
- Learning check | objective | task | observable criteria | what the work showed
- Trainer review | responses received / participants invited | recurring theme | exception worth examining
- Improvement record | change | owner | next delivery date | evidence to review
- Follow-up after 2–4 weeks | Have you had a chance to use the skill? Yes / no / not yet relevant. What did you try? What helped or blocked you? What support would help next?
Debrief questions
- Did our learning task actually test the objective?
- Are we confusing enjoyment or confidence with demonstrated ability?
- Whose feedback might be missing, and how might that affect our interpretation?
Adapt it for your group
- For short events, use two questions: what was useful and what should change; keep a separate learning check if skill development is the objective.
- For small groups, report themes carefully because comments may identify people even without names.
- For repeated programmes, keep the core questions stable and record changes to wording so comparisons remain interpretable.
After the session
Review responses within two working days and choose one improvement. If a follow-up was agreed, ask about application after 2–4 weeks. Report response counts and limitations. A positive rating or self-reported change alone does not establish that the training caused a business result.
How to use the files
Print the PDF, edit the Word file in Word or Google Docs, or open the CSV agenda in a spreadsheet.
Can I use this with paying clients?
Yes. Use and adapt this original Superglue kit in your own training, including paid client sessions. Please share this page rather than redistributing the unmodified kit. Read the full usage terms.