Performance Support Goes to the Oscars
MAY 23, 2013
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.
The Evolving Face of Embedded Performance Support
OCTOBER 5, 2014
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?
Leveraging Mobile Learning Platforms As Performance Support Systems
FEBRUARY 4, 2011
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
AUGUST 4, 2014
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.
Embed Learning in the Workflow for Greater Results
JANUARY 20, 2016
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).
The 0% Solution to Learning
The Peformance Improvement
FEBRUARY 22, 2012
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
APRIL 15, 2014
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.”.
What Does the Training Department Do When Training Doesn’t Work?
Performance Learning Productivity
MAY 1, 2014
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
Why Blended Learning Is Really Just Blended Training
MARCH 20, 2012
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.
How to Evaluate Learning: The Kirkpatrick Model for the 21st Century
JANUARY 20, 2012
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?
What Will Corporate Learners Remember from your Training?
MAY 5, 2014
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.”
Still Too Much Reliance on Instructor-Led, Event-Based Employee Training
The Peformance Improvement
MARCH 17, 2014
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.,
Why People Hate Training, and How to Overcome It
MARCH 6, 2012
“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.
The Changing Face of Corporate L&D
AUGUST 15, 2014
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?
mLearning – the trend that’s NOT? mSupport the trend that might be?
FEBRUARY 9, 2014
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!
Excellence in Customer Training: A Roche Case Study
JUNE 4, 2014
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.
3 Reasons Why Employee Performance Reviews are a Farce
NOVEMBER 22, 2011
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.
2014 – The Year In Review
DECEMBER 30, 2014
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.
ASTD LearnNow Day 2 notes #ASTDLN
JULY 26, 2012
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.
MOOCs In Workplace Learning – Part 1: Some Points To Consider
MAY 24, 2015
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.
21 Brilliant Resources for Up-skilling Learning Designers (for the Informal & Social Learning Age)
MAY 29, 2014
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.
Harnessing Untapped Technology with Organizational LMS Leads to Increased Sales Training Efficacy: A Case in Point
JULY 21, 2016
Sales training is major challenge for most L&D and Training Managers. Therefore organizations have to design programs to train sales staff quickly and effectively, for a faster time-to-market delivery. According to a research by leading training research organization ASTD , most new recruits among the sales force are trained for more than 15 days per annum.
Four Ways to Ensure Your Training Fits Every Learner
APRIL 24, 2012
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.
How to Determine Your Online Training Budget
MAY 28, 2014
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
FEBRUARY 4, 2011
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
How a One-Person Training Department Can Still Achieve Big Results
APRIL 19, 2012
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.
#TK11 Keynote: Google’s Karen Wickre and Ann Farmer
FEBRUARY 3, 2011
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.
The Future of the Training Department
Learning and Working on the Web
OCTOBER 21, 2009
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.
Why Corporate Training is Broken And How to Fix It
JULY 17, 2012
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.
Five Ways to Spice Up Employee Training Programs
MAY 22, 2012
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.
Formal Training Vs. Informal Learning: Which Makes More Sense?
MARCH 28, 2012
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.
Self-Service Learning – What we need to think about
DECEMBER 28, 2011
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).
Talking eLearning ROI
DECEMBER 23, 2014
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.
2013 Corporate Learning Trends: Where Are We Now? (White Paper)
JUNE 18, 2013
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.
Cammy Beans Learning Visions: Thoughts on ASTD
JUNE 7, 2009
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.
Five Reasons I’m Sending My Entire Team to Our Industry’s Biggest Conference
APRIL 11, 2012
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.”
Should We Change The Language of Training?
MAY 10, 2012
When I speak with my peers in the field of organizational learning and performance, either in person or virtually, I’m always amazed at the amount of time we spend discussing, debating, and examining the language of our profession. The same idea applies to organizational learning and performance; don’t focus too much on the labels. ” That’s where the problem starts.