Trending Sources

The Evolving Face of Embedded Performance Support

Learnnovators

THE QUOTE: “ Design and develop performance support solutions with a focus on context, not content.” – Jeremy Smith. “ You can’t teach people everything they need to know. Learning is largely informal (on-the-job), a little social (peer), and least formal (training programs and courses). How are embedded performance support solutions being used in workplaces around the world?

Performance Support Goes to the Oscars

Allison Rossett

Much of mobile training and development is broken. Mobile was the buzz at the ASTD International Conference in Dallas in May, 2013. Mobile has much to offer organizations, in general, and training and development units, in particular. How can a retailer use mobile performance support to deliver business impact?  Screens are small and content is long.

Leveraging Mobile Learning Platforms As Performance Support Systems

Upside Learning

This post specifically talks about how a Mobile Learning Platform can be used as an effective Performance Support System. What is a ‘Performance Support System’? A ‘Performance Support System’ or PSS refers to any system that improves worker productivity by providing on-the-job access to integrated information, advice and learning experiences. Upside2Go: ?

Discussing the ASTD Handbook, eLearning, and Published Expertise with Elaine Biech

Web Courseworks

When my copy of the second edition ASTD Handbook arrived at the office this summer, I immediately felt the urge to explore my new resource and see what content made the final cut for an important industry asset. The second edition ASTD Handbook is filled with great insights from industry experts. The ASTD Handbook does just that. When the time was right ASTD made the move.

Whitepaper: When The LMS Isn’t Enough

LMSs), and with good reason: LMSs can save as much as 50% on training costs, and can. Traditional training methods were not designed for today’s workforce, and it’s showing: learners are not engaged, and are not retaining the knowledge they need to do the job well. measurable impact on job performance, and ultimately, corporate performance. The LMS is running out of gas.3

The Changing Face of Corporate L&D

Learnnovators

However, after reviewing our many years of work, we realise today that training in isolation is rarely the RIGHT answer for most performance problems, since performance-related issues could find roots in numerous other aspects in the workplace. Four Big Insights From ASTD 2014 : Check this blog post (by Shum Attygalle of Axonify Inc.) The result? What are the key trends?

2014 – The Year In Review

Learnnovators

Hosted a Stop for Karl Kapp’s Blog Book Tour: We were delighted to host one of the stops for Karl Kapp’s blog book tour (organized for his ASTD co-published book ‘The Gamification of Learning and Instruction Fieldbook: Theory into Practice’). Learnosphere supports both the self-paced (asynchronous) and facilitated (synchronous, via web conferencing and social features) modes of learning, thereby providing a comprehensive learning experience to users. Keep ourselves and our partners abreast of new tools and technologies that support/augment learning and development.

Embed Learning in the Workflow for Greater Results

Expand

There have been so many studies done and results published insisting that one-off training isn’t very effective. We use that phrase— one-off training —quite a bit on this blog. For new readers (hello, thanks for joining!) we use that phrase to describe training that’s done with zero follow-up or accountability. 87% of new skills are lost within a month of the training (Xerox).

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The 0% Solution to Learning

The Peformance Improvement

Ideally, organizations should be striving for a culture in which every aspect of the workplace supports continuous individual, team, and whole organization learning. In this kind of culture, formal classroom training is superfluous. Brinkerhoff makes this point in his writing about measuring the contribution that training makes to learning and performance improvement.

Bottom-Line Performance Wins Three Horizon Interactive Awards in Partnership with Regis Corporation and Dow AgroSciences

Bottom-Line Performance

Bottom-Line Performance (BLP) is the proud recipient of three awards in the 2013 Horizon Interactive Awards competition. The Slips, Trips, and Falls eLearning course earned a “Silver” designation in the Training/eLearning category. The game was created in partnership with Dow AgroSciences to support a new product launch. Anticipate Tomorrow’s. Share What’s Possible.”.

21 Brilliant Resources for Up-skilling Learning Designers (for the Informal & Social Learning Age)

Learnnovators

THE JOURNEY: We, like many out there, are of the view that, though most learning designers possess good levels of skills around the traditional training (formal learning) area, their skill levels fall short around the informal or social learning areas. That said, there are rich skill statements out of places like ASTD and LPI.” – Clark Quinn (in our interview with him). “ As more learning designers become aware of the latest research, through their Personal Learning Networks, it will eventually take hold. Karl Kapp. The industry and our clients move slowly. Surveys/Studies. Books.

MOOCs In Workplace Learning – Part 1: Some Points To Consider

Learnnovators

Just as the advent of e-learning created a shift in training paradigms a couple of decades back, MOOCs are set to create another shift today. MOOCs in Performance Support. Course design have been based on an analysis of past performance data or a prediction of skills the organization might need in the future. Workplace training – Yahoo! Published on 25-May-2015.

ASTD Webcast on Manager's Role in Employee Learning and Performance Improvement

The Peformance Improvement

I did a webcast for the American Society for Training & Development (ASTD) on the topic of the manager’s role in employee learning and performance improvement. If you didn’t attend and would still like to listen to my talk and see the slides, go to the ASTD site. First, I defined learning in organizations as “acquiring and applying the knowledge, skills, attitudes, and beliefs that help individuals, teams, and whole organizations improve performance.” Supporting learning is not in addition to a manager’s job; it IS a manager’s job. Anticipation.

What Does the Training Department Do When Training Doesn’t Work?

Performance Learning Productivity

The global training industry is large and in growth again post-2008. Data provided by the US membership organisation Training Industry suggests annual growth around 6% per year since 2009. Training Industry estimates the 2012 figures for the training market at $131billion in the USA and $160billion for the rest of the world – a global total of $291billion. n(d)-?set

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mLearning – the trend that’s NOT? mSupport the trend that might be?

Bottom-Line Performance

Clark Quinn is a long-time advocate of the use of mobile technologies to support learning efforts. agree with you 100% – the best use of the Smartphone is as a support tool. Only 1.39% of the 2013 ASTD State of the Industry report respondents indicate they used mobile as a distribution method. ASTD’s reports run a year behind (e.g. But phones are EVERYWHERE!

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What Will Corporate Learners Remember from your Training?

Bottom-Line Performance

Here is Part 1: How confident are you that learners really remember what they learn from training delivered in your organization? Sometimes the goal of training is not about changing learners’ knowledge or skill. Instead the goal is to verify that learners completed the training. In these instances, you may equate course completion with “ef- fective training.”

How to Evaluate Learning: The Kirkpatrick Model for the 21st Century

Social Learning

Recent research by ASTD and REED Learning indicates that the top skills desired by Learning & Development departments are measuring and evaluating training. Reaction: To what degree did the learners react favorably to the training experience? Learning: To what degree did the learners acquire the intended knowledge, skills, and attitudes as a result of the training?

Excellence in Customer Training: A Roche Case Study

Bottom-Line Performance

Is your training a cost center or a competitive advantage? In markets where the products being sold are highly complex, customer training is essential to help make the sale and retain customers. That’s why a huge component of a large  product launch is often a refreshed approach to customer training. This is where the worlds of training and marketing intersect.

Why Blended Learning Is Really Just Blended Training

Mindflash

Blended learning is a hot phrase in the training world, and it usually refers to a mixing of traditional face-to-face classroom facilitation with computer-based modules — usually self-paced online training. Blended learning extends training beyond a single “event.”. 2. Blended learning saves money by reducing the travel and work-stoppage costs of classroom training.

Why People Hate Training, and How to Overcome It

Mindflash

“It’s not that people don’t like what you do; it’s just that nobody likes training. You do an excellent job, but still… people hate training.” It represents one of the biggest hurdles that learning and performance professionals must deal with. So why do people hate training? Training Isn’t Linked to Workplace Performance.

Still Too Much Reliance on Instructor-Led, Event-Based Employee Training

The Peformance Improvement

According to the 2013 State of the Industry report from ASTD , instructor-led programs continue to be the primary method for training and developing employees. The researchers estimate that 70% of training in companies is instructor-led. Although classroom-based training has declined over the past few years and some of the instructor-led training is done electronically (i.e.,

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3 Reasons Why Employee Performance Reviews are a Farce

Mindflash

Annual performance reviews should be buried without a eulogy. Here are my three reasons why employee performance reviews are a farce: 1. The process requires that all managers share the same performance assessment standards (but we know each manager interprets any standard ranking or evaluation term in his/her own way); results are inconsistent. 3. Goodbye and good riddance.

ASTD LearnNow Day 2 notes #ASTDLN

Learning Visions

These are my notes from the morning session of ASTD LearnNow Conference, happening July 25 & 26 on the lovely shores of the Charles River in Cambridge, MA. I’m co-facilitating this event with Bob Mosher (Ontuitive), Conrad Gottfredson (Ontuitive) and Chad Udell (Float Learning). In training, we've trained ourselves to think that everything is NEW -- that we need a three day course.

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Michael Allen – Crystal Balling with Learnnovators

Learnnovators

What are the latest trends in organizational learning & development, and performance support? How do you think existing learning models need to evolve further to support workplace and social learning? Michael:  I did have great opportunities for research, especially at The Ohio State University and again at Control Data Corporation where I had very sizeable funds to support learning technology research around the country. Michael:  Authorware made a huge impact on our field, and it’s such a tragedy that Adobe has discontinued development and support of it.

How to Determine Your Online Training Budget

Mindflash

As companies build a training department, there are many questions that come up. What training role should we hire first? Should we start with live training or online training? How much should we invest in the overall training function? How much of the investment should be spent on the different functions within the training department? It is an average.

Karl Kapp on Instructional Design Today #TK11

Learning Visions

My live blogged notes from a session with Karl Kapp at ASTD’s TechKnowledge in San Jose: Instructional Design Today: What We Really Need to Know as Practitioners, Researchers, and Designers. Karl’s blog: accidental learning and power of stories: [link] CONCEPTS At the end of your training, have a really hard scenario – now what would you do, how would you tackle this? astd tk11

Four Ways to Ensure Your Training Fits Every Learner

Mindflash

We were sharing ways for the corporate support staff to work more closely with the field service operations — to make their contact an “event.”. We decided, since the idea was to transform their communications from ordinary to extraordinary, to design the training program in a similarly “extraordinary” way. And their field operations support improved almost immediately.

#TK11 Keynote: Google’s Karen Wickre and Ann Farmer

Learning Visions

These are my live blogged notes from Thursday’s keynote at ASTD TK11 with Karen Wickre (Global Communications Team) and Ann Farmer from Google. Supporting existing online training: Phase 1: Organize existing online: – this is a gadget, loads anywhere someone wants it – Sifting terms – browse for training via specific keyboards Phase 2: Wanted to support volunteers who were not IDs. Example – organize FAQs for the performance management guide Problem: sorting through long lists of FAQs. astd tk11Writing by individuals not execs.

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Self-Service Learning – What we need to think about

Connect Thinking

ASTD’s December 2011 T&D Magazine features a discussion on Self-Service Learning (by Patricia A McLagan), and the role of L&D to “help learners make learning more effective, efficient, productive, innovative and fun” (pp 37). Learning professionals who can inform the design of supporting architecture (IT infrastructure and interface design).

Why Corporate Training is Broken And How to Fix It

Jay Cross

Why Corporate Training is Broken And How to Fix It. Training is not the same as learning 6. Corporate Training Is Broken 7. Chief Learning Officers know training is not working 7. Managers feel training has scant impact 8. Training is out of sync with the times 11. Corporate training is broken. The world around corporate training has changed.

The Future of the Training Department

Learning and Working on the Web

The latter 20th Century was the golden era of the training department. Before the 20th Century, training per se did not exist outside the special needs of the church and the military. Now the training department may be at the end of its life cycle. Join us for a brief look back at the pre-training world and some thoughts about what may lay ahead. ASTD is born.

Five Ways to Spice Up Employee Training Programs

Mindflash

Most employee training and education programs focus on just a few required, core topics: basic skills, computer systems, and keeping current on industry regulations or changes. But that’s such a small part of what a great training program can be. It teaches the lessons of support, awareness and personal sacrifice — all important lessons in the workplace. Either works.

How a One-Person Training Department Can Still Achieve Big Results

Mindflash

I’ve worked as a training director in two companies. But I’ve spent the better part of my three years in this role leveraging resources and maximizing my own focus so that the organization measures our learning and training programs without thinking about it as a “one-person show.” ” Instead, they instruct people to contact the training department.

Formal Training Vs. Informal Learning: Which Makes More Sense?

Mindflash

Today, just about any training magazine, website, or conference probably devotes significant time to talking about informal learning. Don’t get me wrong, I fully support informal learning and do believe that it’s where the majority of organizational learning and skill-building takes place. We see this all too often in the learning and performance field.

Talking eLearning ROI

Web Courseworks

If you want to sell eLearning ROI for your grand vision, you need to support your pitch with sensible projections and multi-year estimates to put the financial decision makers at ease. 2. Perform a SWOT Analysis. Perform a Market Analysis. The next step is to perform a market analysis. administrative costs (hardware, software, support, etc.), sample SWOT diagram.

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Cammy Beans Learning Visions: Thoughts on ASTD

Learning Visions

Cammy Beans Learning Visions Musings on eLearning, instructional design and other training stuff. Sunday, June 07, 2009 Thoughts on ASTD This past week, I spent Monday and Tuesday at the ASTD International Conference & Expo in DC. Posted by Cammy Bean at 12:39 PM Labels: articulate , astd , kineo 6comments: Jane Bozarth said. Especially the people you work with.

Sharon Boller on training and learning in organizations

Dave's Whiteboard

Boller is the president of Bottom-Line Performance , a learning design firm based in Indiana. For instance, ASTD said last year that 59.4% of companies reported using instructor-led classroom training, and another 13.3% use instructor-led by online or remote (such as video). looked at this summary from ASTD about the State of the Industry report that Boller mentions.

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2013 Corporate Learning Trends: Where Are We Now? (White Paper)

Bottom-Line Performance

She forecasted where she sees the trends going… while also revealing six “truths” about what the current state of training and development really is. Based on what we’ve seen through industry conferences (ASTD ICE 2013, Training 2013 anyone?), Almost every eLearning project has a performance support component now. Read more. 2. Read more.

Five Reasons I’m Sending My Entire Team to Our Industry’s Biggest Conference

Mindflash

But this year, the stars aligned, and we were fortunate enough to be able to send our entire learning and development team to Denver for the  ASTD International Conference and Expo. Our corporate strategy for the year is composed of several parts, including “performance support,” “social learning,” “self-paced tutorials,” and “real-work in training.”

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