Performance Learning Productivity

MAY 18, 2009

Training/L&D is a big business. And conversely, the time L&D staff spend ‘delivering courses/time in a training facility’ is still a staggering 46% – down just 3% from the previous year. This means that many Training/L&D staff only plan, develop and deliver ILT training and have no time to do anything else.

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Performance Learning Productivity

JULY 28, 2016

(I wrote the original piece this article is based on for Training Industry Quarterly in Winter, 2012. I feel it still speaks to a key issue for building high performance that has barely been touched by many L&D professionals).

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Performance Learning Productivity

MAY 6, 2009

In early 1939 McGraw-Hill published a profound little book that should be on the reading list of everyone involved in learning and training today. Below I’ve recounted (and adapted) some of Professor Peddiwell’s lecture because I think we can learn from it when we reflect what’s happening in the training and development world.

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Performance Learning Productivity

FEBRUARY 3, 2014

Old-fashioned content-centric training models away from the workplace simply don’t help terribly much. 702010forum.com #itashare'

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Performance Learning Productivity

JUNE 19, 2009

Below I’ve listed five basic actions that every L&D and HR leader should take if they want to raise both the impact and profile of their Training/Learning & Development operations. Managers need to be involved in this ‘post-training reinforcement’ as well as in any course or programme planning. They can’t.

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Performance Learning Productivity

MAY 29, 2009

If an L&D department is using sub-optimal approaches, flying ILT trainers around the world to deliver content-heavy classes for example, or is developing expensive media-rich eLearning programmes that only small numbers of employees need to use, it will likely be failing to deliver on these two requirements respectively.

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Performance Learning Productivity

JULY 5, 2018

Organizations/leadership would do well then to have more strategic conversations about how to create more space, more opportunity, and more connection rather than more courses, classes and content.” It is with great pleasure that we give the third annual Internet Time Alliance Award to Mark Britz. -- Mark Britz.

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Performance Learning Productivity

JANUARY 20, 2015

George Bernard Shaw Tom Spiglanin is a senior engineering specialist at the Aerospace Corporation in California and manager of the organisation’s technical training. “Progress is impossible without change; and those who cannot change their minds cannot change anything.” In other words, they’re rocket scientists.

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Performance Learning Productivity

DECEMBER 20, 2013

Why continue running low value and expensive task-focused on-boarding training for our screen-based workers when we can cut the cost and time by implementing an effective performance support solution that will save money in even the first year? CONTENT CAPABILITIES In some cases content will be created by the L&D team.

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Performance Learning Productivity

AUGUST 22, 2009

Now I may be missing something here, but think ILT training companies such as Learning Tree need to go back to the drawing board and make more fundamental changes to their business models for a number of reasons. I could go on.

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Performance Learning Productivity

JULY 7, 2014

At the same time the study found that simply improving existing practices in the delivery of classroom training will yield only limited gains. Data from CLC Learning and Development High Performance Survey: CLC Training Effectiveness Dashboard. Training was seen as the only solution to performance problems. Used with permission.

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Performance Learning Productivity

JUNE 18, 2010

We shouldn’t confuse what L&D/Training departments spend a lot of their time on with real learning. Compliance training is primarily about recording activity and gathering data that can be provided to regulatory or professional bodies or kept for a rainy day. LMS technology has provided a big step forward here.

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Performance Learning Productivity

APRIL 7, 2010

The Five Barriers: Barrier 1: Efficiency Barrier 2: Inertia Barrier 3: Convenience Barrier 4: Training Mindset Barrier 5: Manager Engagement Barrier 1: Efficiency No machine can work at 100% efficiency without breaking the first and second laws of thermodynamics. These questions are all about performance, not about training or learning.

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Performance Learning Productivity

MAY 5, 2015

Apprenticeship training has ‘blended’ for centuries and the correspondence schools in Europe in the 1840s used ‘blending’. However, the incorporation of technology into learning or training delivery has given blended learning a boost. Of course the ‘blending’ concept has been around for much longer than the past few years.

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Performance Learning Productivity

JULY 15, 2010

Most CLOs and senior L&D managers have a lot on their plate meeting existing stakeholder demand for training. If they don’t have solid analysis processes in place to qualify, prioritise or reject any ‘training problem’ that a manager might bring to them they are likely to be drowning pretty quickly.

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Performance Learning Productivity

JUNE 12, 2009

The amount of time, effort and money wasted on formal ILT training prior to rollout or upgrade of enterprise platforms (particularly ERM and CRM) and other new software systems is really quite amazing. Truth 1: Too much information for any human to reme mber Most pre go-live training is delivered through ILT or eLearning and is content-heavy.

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Performance Learning Productivity

AUGUST 3, 2017

It has allowed us to reach beyond content-rich learning approaches and focus on experience-rich learning. We can’t simply redesign content-rich courses and curricula and hope that changes will occur. The ‘knowledge transfer’ model of training is based a number of assumptions that no longer apply. And for Organisational Learning?

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Performance Learning Productivity

AUGUST 13, 2014

It has allowed us to reach beyond content-rich learning approaches and focus on experience-rich learning. We cant simply redesign content-rich courses and curricula and hope that changes will occur. The knowledge transfer model of training is based a number of assumptions that no longer apply. You know where it is.

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Performance Learning Productivity

AUGUST 8, 2010

That being the case, it’s probably worthwhile reflecting on the changes that have impacted our training/learning departments over the past 10 years. This was due to the fact that the role was almost entirely focused on designing, developing and delivering training or learning events in face-to-face workshops and classes.

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Social Networks Skills Authoring Tools Social Network 226

Performance Learning Productivity

AUGUST 13, 2014

It has allowed us to reach beyond content-rich learning approaches and focus on experience-rich learning. We can’t simply redesign content-rich courses and curricula and hope that changes will occur. The ‘knowledge transfer’ model of training is based a number of assumptions that no longer apply. And for Organisational Learning?

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