Dashe & Thomson

AUGUST 4, 2011

The gist of feedback loops is that, as one is provided with information about one’s behavior, it can be used to modify behavior in order to more closely approach a desired outcome. In Goetz’s article, he gives a compelling example (if all the comments to the article are any indication). Radar traffic sign.

Providers 174

Providers Cognitive Write Blog Comparison 174

Dashe & Thomson

APRIL 15, 2014

The point of learning anything is to cause a change of behavior. Whether it’s learning a new skill or learning information that prevents us from doing something that would have negative consequences, the end goal is behavior change. This model can help provide a clearer example of how change happens in the real world.

Change 101

Change Help Mentoring PDF 101

Dashe & Thomson

FEBRUARY 20, 2011

If the Pareto Principle holds, then these extraordinary few must be identified and leveraged to ensure a change in behavior occurs, enterprise-wide. The speed of light, for example, is probably not going to change… The twenty-first centry, however, belongs to the tacit. And this shouldn’t be very hard.

Social Networks 134

Social Networks Blended Learning Change Management 134

Dashe & Thomson

OCTOBER 26, 2011

Employees receive points or badges for completing jobs or meeting time limits for assignments, for example. Click for Slideshow: Examples of games in workplace management. Companies need to make sure that the games are designed to actually reward desired behaviors and are not just doling out meaningless awards or badges.

Games 167

Games SAP Gamification IBM 167

Dashe & Thomson

OCTOBER 26, 2011

Employees receive points or badges for completing jobs or meeting time limits for assignments, for example. Click for Slideshow: Examples of games in workplace management. Companies need to make sure that the games are designed to actually reward desired behaviors and are not just doling out meaningless awards or badges. .

Games 150

Games SAP IBM Gamification 150

Dashe & Thomson

JULY 6, 2011

Builds a chain of evidence for the results using Levels 1 (Reaction), 2 (Learning), and 3 (Behavior). At the end of Level 1, Kirkpatrick now recommends a focus group for learners and managers to provide links to his Levels 2 and 3, Learning and Behavior. Identifies specific metrics to demonstrate and deliver on those expectations.

Evalution 190

Evalution Social Learning Wiki Social 190

Dashe & Thomson

AUGUST 19, 2011

Her four levels were Level 1: Reaction , Level 2: Learning , Level 3: Behavior , and Level 4: ROI. For example, did the participants not learn (Level 2) or were they not able to successfully apply the new learning on the job (Level 3)? In the customer complaint example, the total costs were $15,200. Collect Pre-Program Data.

Phillips 169

Phillips Evalution ROI Metrics 169

Dashe & Thomson

AUGUST 3, 2012

On the flip side of that coin, my changed-behavior was clearly demonstrated by my ability to employ my new skills to advance through the quests. In my example, it’s certainly included – the goal of my learning was to “beat” the game, and I was able to accomplish that. So we can check off Level 3, as well.

Games 192

Games Kirkpatrick Effectiveness Wiki 192

Dashe & Thomson

MAY 9, 2018

For example, in a medical facility, consider how many medical codes the billing department is tasked with understanding. For example, we worked with a company to develop pest elimination training for service specialists in the field. eBooks/Interactive PDFs.

Performance Support 113

Performance Support Reference Support Performance 113