Clark Quinn

OCTOBER 25, 2017

Yesterday, I listed some of the major changes that L&D needs to acknowledge. As serious practitioners in a potentially valuable field, we need to adapt to the changing environment as much as we need to assist our charges to do so. We’re already seeing a wide variety of converging evidence that these changes lead to success.

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Change Cognitive Brain Performance Support 102

Clark Quinn

MAY 16, 2018

We need this change! For instance, I have a learning design process audit I offer that’s reasonably priced and will identify wastes and opportunities for the smallest change in your approach for the maximum impact. The post Sign of a change? Not because it’ll make me independently wealthy (if only !),

Change 102

Change Ideas Conference Games 102

Clark Quinn

NOVEMBER 1, 2016

Someone recently asked how you would go about measuring culture change, and I thought it’s an interesting question. So it’s plausible that you’d want to change, and if you do, you’d like to know how it’s going. Culture change is a journey, not an event, after all ;).

Culture 100

Culture Change Social Networks Social Network 100

Clark Quinn

JUNE 17, 2014

I was reflecting on the two books I recently wrote about, Scaling Up and Changing the Game , versus the cultural approach of the Learning Organization I wrote about years ago (and refer to regularly). However, the locus of responsibility is the executive team in charge of the needed change.

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Change Diversity Training Coaching Performance Support 161

Clark Quinn

JUNE 11, 2014

I’ve found myself picking up books about how to change culture, as it seems to be the big barrier to a successful revolution. The overarching principle is that scaling is “a ground war, not an air war” What they mean is that you can’t make a high level decision and expect change to happen.

Culture 189

Culture Change Cognitive Templates 189

Clark Quinn

FEBRUARY 7, 2018

It had some problems, but I was afraid to change it because of the repercussions. A little background… My ISP, a good friend, colleague, and mentor, was making some changes to how my sites are implemented. Suddenly, it’s easy to change the site, without coding! Well, it turns out that’s not a problem!

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Site Change Stock Upgrade 114

Clark Quinn

MARCH 1, 2017

For a number of years now (at least six ), I’ve been beating the drum about the need for organizations to be prepared to address change. Now we’re seeing the evidence that the change has arrived. The world’s changing, and L&D needs to adapt. The post The change is here appeared first on Learnlets.

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Change Agile Coaching Trends 100

Clark Quinn

APRIL 26, 2017

In my inbox was an announcement about a new white paper with the intriguing title Human Learning is About to Change Forever. And that’s not changing in any fundamental way in the near future. And is VR a evolutionary or revolutionary change from simulations? No, human learning isn’t going to change forever.

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Change Brain Cognitive Virtual World 126

Clark Quinn

OCTOBER 16, 2013

In an post this past spring, I opined that we do have to change. One obvious related question is what that change would look like. And it only is for upskilling new employees (and only when needed), or when a significant change is happening. Similarly social would play a much more central role, arguably our first recourse.

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Change Performance Support Diversity Training Communities of Practice 173

Clark Quinn

MAY 15, 2012

So why is this game-changing? And more: it’s adding in something that the desktop didn’t really have: the ability to capture your current context, and to leverage that to your benefit. Your device can know when and where you are, and do things appropriately.

Mobile 189

Mobile Change eLearning Guild Brain 189

Clark Quinn

MARCH 18, 2013

The industry is going to have to change. And that means you will have to change. The best way to change is to take that first step. Executives are beginning to hear a message that the old approach is a waste of resources. Hiding your head in the sand isn’t going to cut it. So lead the way.

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Change Simulations Performance Support Pedagogy 196

Clark Quinn

MAY 19, 2015

Is there an appetite for change in L&D? There really isn’t any burning desire for change, or willingness to move even if there is. That was the conversation I’ve had with colleagues lately. And I have to say that that the answer is mixed, at best. The consensus is that most of L&D is comfortably numb. This is a problem.

Change 100

Change Social Networks Screencast Social Network 100

Clark Quinn

JANUARY 15, 2010

I gave my “Blowing up the training department&# presentation last nite for Massachusetts ISPI chapter, and a number of the questions were on getting the executives to buy in to the need, and then changing the culture. For instance, changing cutlure is hard. However, the consequences of not changing may be worse!

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Change ISPI Attitudes Diversity Training 150

Clark Quinn

NOVEMBER 23, 2016

It’s about systematically changing behavior, developing new skills to meet ever-changing needs. The good news is that it’s not as hard to change as you think! Yes, there are changes, but they’re changes within the process, not fundamental. Learning, properly, should have an impact.

eLearning Strategy 0

eLearning Strategy Strategy Design Behavior 0

Clark Quinn

MAY 30, 2023

That is, the belief that information presentation will lead to behavior change is held implicitly. That is, doing something with a hope that things change, but the onus is on the individual, not the intervention. We, of course, have to change this perception. Regardless, it exists. We have to, however. We have to, however.

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Effectiveness Behavior Change Problem 231

Clark Quinn

NOVEMBER 21, 2008

Does education need to change? If it should change, what should it become? George Siemens asks in his blog: 1. Why or why not? How should education (k-12, higher, or corporate) look like in the future? I can’t resist not answering. ABSOLUTELY! Let me count the ways… K12 Education is broken in so many ways.

Education 100

Education Change Pedagogy Trust 100

Clark Quinn

MARCH 21, 2023

For the record, an information dump and knowledge test is highly unlikely to lead to any significant change in behavior (which is what learning we are trying to accomplish). We need evidence to support making the change, but I reckon we also need to raise awareness. Do you agree? The post Time is the biggest problem?

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Problem Quiz Quality Instructional Design 309

Clark Quinn

JUNE 28, 2022

You could talk about the cognitive underpinnings , the implications for the elements of learning, or via the changes in the design process. The first change is in the analysis. You want to be focusing on equipping people so that they’re (meaningfully) changed through the process. There are a number of ways to cut it.

Design 300

Design Cognitive Analysis Integrate 300

Clark Quinn

DECEMBER 29, 2020

And, importantly, having to go through and change them all manually if there’s a desire for a change in look. . Then, should someone want to change how the document’s formatted, you just change the definition of heading 1, and all the heading ones change. . Figures and captions will be centered, in font size 12.

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Content Format Diversity Training Roles 259

Clark Quinn

AUGUST 22, 2023

Folks don’t want to take the time and money, they want to believe that new information will yield a behavior change, it’s just too hard! I’m very very tired of folks not getting that meaningful change requires sustained effort. The problem is, there’s a lot of pressure against this. Can this help?

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Brain Behavior Sales Study 213

Clark Quinn

MARCH 15, 2022

You then should prototype and test what you’ve developed and see if it actually changes the behavior in useful ways. Ensure that your focus actually leads to the necessary change. However, it’s critical that you get them to focus on behavior change. It’s not easy, but it’s part of the job.

Behavior 267

Behavior Articulate Slides Templates 267

Clark Quinn

DECEMBER 28, 2021

Coping with change is another recurrent theme. I think this is an increasingly important realization in this era of change. Take note, there will be some changes to announce come the new year. Stay tuned.). As we are facing increasing chaos, the ability of organizations to adapt requires innovation.

Cognitive 233

Cognitive Agile Digital Emergent 233

Clark Quinn

OCTOBER 5, 2021

The first reason was because technology was changing so fast that anything hardware-specific would be out of date before the book was published. The second is because our brains don’t change that fast, so what works will work regardless of the technology. . Note that our understanding of cognition has changed.

Cognitive 286

Cognitive Virtual World Brain Second Life 286

Clark Quinn

MAY 17, 2022

My current ideal is to make experiences that are transformative, in that they change people in ways that they want, or need, to change. is in Cog Psych, so I do look at world with that filter. But I also see that the perspective provides some useful leverage. That’s the goal.

Cognitive 289

Cognitive Brain Exercise Association 289

Clark Quinn

SEPTEMBER 6, 2022

Thinking, then, that we can achieve a reliable change in the brain with simple mechanisms is kind of naive. We have to understand how the brain works, first, and then for complex changes, we need some detailed analysis and careful specification. In fact, we don’t fully know how it works! However, we’re not done.

Metrics 259

Metrics Brain Predictions Agile 259

Clark Quinn

MAY 3, 2022

In particular, that presenting information will lead to behavior change. We’d respond to information by changing how we act. Instead, of course, we don’t change our behavior without practice, reinforcement, etc. That’s changing, however. Which has little correlation with the actual impact.

Behavior 178

Behavior Rapid eLearning Quiz Social Networks 178

Clark Quinn

APRIL 26, 2022

Giving people information will lead them to change. What instead we need is not just a rationale, but also practice and then ongoing support for the change. While we know this isn’t true, it still seems to be prevalent. I’ve argued before about why I think this exists, but what matters is what it leads to.

Metrics 262

Metrics Performance Support Pedagogy Behavior 262

Clark Quinn

MAY 16, 2023

It only inspires me more to fight for the changes in L&D that can address this. We have lots to offer orgs, but only if we move out of our comfort zone and start making changes. Still, it’s already been eye-opening to see the realities organizations face in their L&D roles.

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Policies Director News Attention 223

Clark Quinn

NOVEMBER 23, 2021

Times change, and we’re now in an information age. I suggest there’s a lingering belief that if we present information to people, they’ll logically change their behavior to accommodate. So few were educated, and we didn’t have sufficiently sophisticated mechanisms. We’re living on a legacy.

Industry 295

Industry Cognitive Brain Pattern 295

Clark Quinn

MARCH 9, 2021

Animations add the dimension of time, so these relationships can change. In my categorization, these are dynamic diagrams, useful when the conceptual relationships change in important ways depending on other factors. Or how coordinates change based upon trigonometric values.

Cognitive 218

Cognitive Upgrade Guidelines Conversation 218

Clark Quinn

AUGUST 11, 2020

To future-proof what I propose is one driver, so tech changes don’t undermine relevance. Let’s change workflows to align better with what’s known about how we work. And, I suggest, these are valuable ways to think about using technology in general to support us. What tools, aids, guides, etc.,

Cognitive 313

Cognitive Mobile Performance Support eLearning Strategy 313

Clark Quinn

JUNE 13, 2023

You also need to know the basics of business: planning, budgeting, strategy, also things like supply/demand, and change management in particular (interventions are org changes, and need to be treated as same). There’s also working with others: being a good teammate, knowing how to work with SMEs and other stakeholders, etc.

Cognitive 152

Cognitive Skills Instructional Design Calendar 152

Clark Quinn

JUNE 29, 2021

Which might satisfy some box-checking, but it isn’t going to lead to any change in meaningful outcomes. Yet, like other areas of the organization, we should be looking for our initiatives to lead to measurable change. Really, we need slow learning! Yet there’s another barrier here.

Rapid eLearning 280

Rapid eLearning Quiz eLearning Tools vendor 280

Clark Quinn

JULY 28, 2020

That is, there’re clear learning outcomes that will change what people do that will affect the success of the organization. Mythless learning design may use small amounts of content, but because minimalism keeps cognitive load in check, not because our attention span has changed. And all of these would be wrong.

Design 245

Design Cognitive Metrics Learning 245

Clark Quinn

MAY 5, 2020

I’ve previously opined about the changes I think are necessary, but I realized that for folks making the change, there are hurdles. If that’s the case, thinking that simplistic steps will yield sustained change are potentially naive. As I had previously suggested, it’s idiosyncratic.

Scanning 219

Scanning Picture Brain Innovation 219

Clark Quinn

JANUARY 14, 2020

There is now quite a bit available about signifying change with ritual. In the former, they may be becoming a member of the community, but it’s about changing personal behavior regardless. And, to be clear, here I’m talking secular change.). The other distinction is the scope of the change.

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Change Behavior Performance Support Culture 134

Clark Quinn

JANUARY 1, 2021

mobile still is changing so fast). The covers have changed, of course, since I don’t know as to rights for the images used. For one, because there’s still some interest (I get pinged occasionally). Two, I wrote them based on principles of how our brains work, to be technology-independent (e.g.

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Cognitive Simulations Calendar Performance Support 254