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Addressing On-Demand Learning and Performance Needs #LCBQ | Social.

Dashe & Thomson

The Learning Circuits Big Question for May is: How do we need to change in what we do in order to address learning/performance needs that are on-demand? This month’s big question brings one big shift in the L&D space (addressing learning needs on-demand) into stark relief.

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Online Video: the Perfect Social Learning Tool? | Social Learning Blog

Dashe & Thomson

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Online Video: the Perfect Social Learning Tool? The best aspects of the observed performances are emulated, and new ideas and innovations added. less big companies, for more than 20 years. tool chest.

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The Return of the (Digital) Native | Social Learning Blog

Dashe & Thomson

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS The Return of the (Digital) Native by Jim on March 25, 2011 in mobile learning In recent years, we’ve all heard a lot about digital natives. Already, the first classes of DNs have entered the workforce. Properly d.

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The Sound of Silence | Social Learning Blog

Dashe & Thomson

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS The Sound of Silence by Jim on April 7, 2011 in eLearning At what point does narration really add anything to an eLearning module, and at what point is it simply being added because “it’s what’s expected?”

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Why Companies Should Spend More on Social Learning | Social.

Dashe & Thomson

Wikis are an easy place to start the promotion of collaborative learning spaces, and clients seem to be willing and able to accept this informal tool into their everyday lives. Cammy Bean’s latest blog post provides many ideas as well as real-life examples for Using Social Media for Learning. Go take a peek. Properly d.

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Re-evaluating Evaluation | Social Learning Blog

Dashe & Thomson

Company executives are typically interested in the bottom line, not how well their employees apply the learning from a training class. My thinking about training evaluation was turned on its head by a presentation at the February 2011 MNISPI meeting by Beth McGoldrick of Ameriprise’s RiverSource University.

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Kirkpatrick Revisited | Social Learning Blog

Dashe & Thomson

At the end of Level 1, Kirkpatrick now recommends a focus group to get information that wouldn’t be available right after the course was completed and to provide links to Levels 2 and 3. Level 2: Learning. He says unless one or more of the learning objectives?knowledge, He says you can’t get to Level 4 without Levels 1-3.