Performance Learning Productivity
DECEMBER 30, 2009
When we look at the structured learning taking place in organisations we find that the vast majority is content-rich and interaction-poor. Knowledge may provide scaffolding, but we’ve learned over the past 30 years or so that most of the knowledge we need to ‘do’ doesn’t have to be stored in our heads. The course is content-rich.
Performance Learning Productivity
AUGUST 12, 2013
Classes, courses and curricula – structured learning events – don’t provide all the tools in the toolkit. My experience is that the 70:20:10 framework provides a holistic strategic model that helps build a culture of continuous learning. Most people get it. This is where many organisations are finding the 70:20:10 model useful.
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Performance Learning Productivity
MAY 28, 2010
Most learning vendors tout their ‘expertise in instructional design’ as a key reason as to why we should engage them to produce learning content. If we do so, then almost invariably their approach is around developing content in an ‘instructionally-sound way’ to produce a set of ‘learning interventions’. I pass with flying colours.
Performance Learning Productivity
NOVEMBER 17, 2014
It could be argued that context is best provided by embedding learning in work. Although Ebbinghaus’ experimental research was limited, his theory and results indicated that context and the spacing effect are key contributors to effective retention, learning and performance improvement.
Performance Learning Productivity
JULY 28, 2016
Some forward-thinking organisations now encourage this type of reflection and narration of work by providing the facility for personal blogs on the intranet or by implementing storytelling. Initially started as a weekly email for new hires, the program is now firm-wide and provides a key repository of reflective stories and experiences.
Performance Learning Productivity
MAY 9, 2010
Either way, the data they produce can provide significant value to others. The implication of this trend for the current content-rich model of training and development that's used so widely today is really profound. Teach people to fish rather than providing them with fish. Some originators may be acknowledged experts.
Performance Learning Productivity
OCTOBER 7, 2009
Smart organisations look to exploit the fact that most learning comes through these four channels (experience, practice, conversation and reflection) by ensuring that managers create the right environments and provide learning opportunities for their team members on an ongoing basis in the workplace. Good managers do this in a number of ways.
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