Living in Learning

APRIL 17, 2018

Even with smaller micro-learning objects, agile design, rapid development, and mobile delivery tactics, the solutions remain focused on pushing potential…not performance. A perfect storm of increasing demand to remain competitive and the continuous nature of change have effectively flanked the traditional Training Paradigm.

Performance Support 140

Performance Support Performance Learning Objects Support 140

Living in Learning

MARCH 11, 2019

The blind spot as I see all too often involves designing solutions to fit the existing learning architecture and development tools. Status quo solutions can be a greater source of un-sustained workforce performance given the scope of performance restrainers extends well beyond what training can impact.

Solution 100

Solution Performance Design Tools 100

Living in Learning

MAY 28, 2014

AGILE EPSS Performer Support Agile design EPS rapid content development' If all you ever did was automate workflow documentation…something that already has to happen…you could look at that as a first phase EPS implementation. And say, ”Look Ma, no technology! And by the way, I just whacked documentation costs by over 60%!

Technology 133

Technology Agile Performance Support Content Developer 133

Living in Learning

OCTOBER 11, 2012

I would even go so far as positioning a Performance Support Strategy as a key driver over a Learning & Development strategy. I would add that when properly integrated as an inclusive bridge between training and actual work performance there exists an inherent strategic value that up until recently was rarely considered.

Performance Support 176

Performance Support Support Performance Strategy 176

Living in Learning

APRIL 1, 2014

In a previous life, I worked for a large medical equipment manufacturer and was tasked to lead a team to improve leader development. We developed a Leadership Academy that had a replicable 10-point Organizational Change Management [OCM] model as part of the curricula. should I say especially disruptive.enterprise initiatives.

Change 145

Change Integrate Performance Support Assessment 145

Living in Learning

APRIL 28, 2017

It gets better…HR needs to move from a “process developer” to an “experience architect”. Now we’re talking unicorns, rainbows, safe places, and kittens…and badges…gotta have badges.big honkin’ badges with a leader board! Make the hurting stop.

Design 100

Design Learning Develop 100

Living in Learning

FEBRUARY 13, 2012

When you do you know that the Learning & Development function in your organization is fully developed?” Methinks being fully developed, means being in a constant state of "evolution" with a minimum of resistance to change. The answer to this may be as impossible to define as it is to nail Jell-O to the wall.

Predictions 145

Predictions Network Change Organization 145

Living in Learning

MAY 25, 2017

Find one or develop one. The call-to-action for L&D is to have staff capable of operating comfortably and effectively in the domain of the Point-of-Work exclusive of being a SMEOEDT…SME of Every Damn Thing. This mission… should you choose to accept it…is to seek out individuals possessing the expertise of a performance consultant.

Performance Support 113

Performance Support Performance Consulting Expertise 113

Living in Learning

APRIL 1, 2016

Critical demands for ensuring workforce agility and resilience manifest beyond the current scope of the best training programs; the best training design, best development and delivery practices that many L&D organizations rely upon as standard methodology.

Performance Support 124

Performance Support Support Performance Agile 124

Living in Learning

OCTOBER 13, 2014

I developed an EPS Readiness Assessment a couple years ago that holistically covers the entire ecosystem where a sustainable EPS discipline can be integrated. EPS readiness has more moving parts than simply building a few job aids and calling it good.

Assessment 154

Assessment Performance Support Support Performance 154

Living in Learning

MAY 29, 2012

This evolution is a full 1,600-meter race, and the evolving venue has a ton of implications on the design, development, delivery, and/or accessibility of these assets. These different venues can be as “social” as they are downloadable asset-equipped.

Knowledge 145

Knowledge Instructional Design ADDIE Skills 145

Living in Learning

MAY 3, 2013

This distinction becomes a liability when we treat performer support as an add-on to training or as an after-the-fact development cycle rather than including it as part of our core design discipline. We train the former.and we support the performer on the latter.

Performance Support 187

Performance Support Support Performance Instructional Design 187

Living in Learning

SEPTEMBER 9, 2014

but why launch into an 8-to-16 week design and development cycle for an hour of e-learning when the discovery evidence is staring you in the face screaming for a performance support [PS] job aid needed at the point of work? Disruptive? You’d better believe it.

DevLearn 147

DevLearn Adoption Adopt Performance Support 147

Living in Learning

MAY 1, 2014

When EPS is not included in the effort to feed [develop and sustain] the workforce with a balanced performance diet, you’re probably only looking at a 16-ounce can of Training.

Performance Support 159

Performance Support Performance Support Activities 159

Living in Learning

APRIL 1, 2016

Critical demands for ensuring workforce agility and resilience manifest beyond the current scope of the best training programs; the best training design, best development and delivery practices that many L&D organizations rely upon as standard methodology.

Performance Support 100

Performance Support Support Performance Agile 100

Living in Learning

AUGUST 10, 2012

Isn’t that reason enough to shift our content design, development, and delivery models to match the need for the population that pays the rent on our training cost center? Plucking is good. It’s happening at an ever-increasing pace. A technology savvy user population is asking for it by their actions.

Training 176

Training Train Cost Technology 176

Living in Learning

AUGUST 21, 2012

With the rise in high school and college drop outs, the United States is scrambling to keep the attention of its students and develop a positive way to keep them involved. Two-thirds of all new job in the U.S. require post-high school education. The Internet is the driving force for all technological innovations.

Education 172

Education Internet Attention Innovation 172

Living in Learning

JUNE 27, 2011

In many cases, introducing technology, e-learning and rapid development of same has more often than not accomplished one thing – the rendering of crappy training faster and making it much more accessible with million-dollar LMS technology.

Learning 133

Learning LMS Technology Business 133

Living in Learning

DECEMBER 9, 2011

Methinks we ultimately must drive transformational change in the perceived role Training & Development (T&D) plays in the organization. I recognize this affliction is common these days and any attempts to pry fingers off traditions are often seen as more of an assault than an effort to evolve beyond current paradigms.

ROI 133

ROI Agile Suite Roles 133

Living in Learning

JUNE 7, 2011

Craig Bunyea has been nominated as Best eLearning Developer in theMaestroeLearningAwards [[link] dubbed the OSCARS of the eLearning industry. What follows is an interview between Craig and the award’s organizers,MaestroeLearning [[link].

Course 113

Course Best eLearning eLearning Developer eLearning 113

Living in Learning

APRIL 1, 2011

What baffles some is that they treat PS as something that happens after training, when in fact, PS serves as a foundation upon which we design and develop formal training assets. Pure and simple, learning at the “edge” is a Performer Support (PS) intervention.

Micro-Learning 140

Micro-Learning System Performance Support Methods 140

Living in Learning

JUNE 27, 2011

In many cases, introducing technology, e-learning and rapid development of same has more often than not accomplished one thing – the rendering of crappy training faster and making it much more accessible with million-dollar LMS technology.

Learning 100

Learning LMS Technology Business 100

Living in Learning

DECEMBER 9, 2011

Methinks we ultimately must drive transformational change in the perceived role Training & Development (T&D) plays in the organization. I recognize this affliction is common these days and any attempts to pry fingers off traditions are often seen as more of an assault than an effort to evolve beyond current paradigms.

ROI 100

ROI Agile Suite Roles 100

Living in Learning

JULY 31, 2009

Creating learning holistically on an environment level means that we design, develop, and deliver learning assets that satisfy our learner’s moments of learning need – always – and any time – from anywhere. That is not offered as an indictment; rather, it is what I am whispering in their ear while I have them pinned to the mat.

Blended Learning 100

Blended Learning Training Train Instructional Design 100

Living in Learning

JULY 20, 2009

We have arrived at a point in the evolution of learning practice where traditional approaches to training design, development and delivery are consistently falling short and not because any of those efforts are of inferior quality or rendered with anything less than the best of intentions. Do the math; “five to seven years” was yesterday.

Blended Learning 100

Blended Learning Diversity Training LMS LCMS 100

Living in Learning

AUGUST 23, 2009

We are behind the flow of business, and many of us do design and develop solutions for the bigger slice of the learning opportunity pie. Our greatest opportunity awaits our design, development, and delivery support in the last three moments of need. Learning is not shifting into the work context – it is catching up. Piece o’ cake!

Performance Support 113

Performance Support Design Support Instructional Design 113

Living in Learning

JULY 24, 2009

As training organizations, we have mastered the art of classroom and on-line design, development and delivery. Meeting the demands of this work environment changes our approach to design methods – to our development choices – and to our delivery venues. That need has shifted.

Compliance Training 100

Compliance Training Performance Support Learning Environment Classroom 100

Living in Learning

JULY 21, 2009

Whether the learner tightens lug nuts on an assembly line or is the creative talent developing an advertising campaign, one or more of the five moments drop in to challenge productivity. Work context defines not only the motivation to learn, it defines the environment where the learner is attempting to function successfully.

Learner 100

Learner Diversity Training CLO Performance Support 100

Living in Learning

SEPTEMBER 4, 2009

I have developed a graphic illustration that I hope gives you a sense of what harvesting means and when we accomplish it. Several participants remarked that harvesting was a new phrase to them, which in turn has led me to writing this post today.

Blended Learning 100

Blended Learning Performance Support Training Train 100

Living in Learning

JUNE 26, 2009

Why else would so many change their names to the Learning & Development Department? There needs to be a “re-invention&# , and in some cases, a “re-branding&# of the training department’s value proposition. “Training&# has been stricken from the vocab.

Budget 100

Budget Blended Learning Social Networks Instructional Design 100

Living in Learning

DECEMBER 21, 2009

Until we, as professional trainers, can address all five moments of learning need, our design, development, and delivery efforts are at risk of falling well short of the cul-de-sac of flawless performance.

Performance Support 100

Performance Support Performance Training Train 100

Living in Learning

SEPTEMBER 11, 2009

Motivation – Personal Needs, Team Dynamics, Compensation & Incentive Plans, Rewards & Recognition, Career Development, Inclusion, Wellness, etc. Resources – Technology Infrastructure, Connectivity, Access to Content, Access to People, Software, Performer Support, Tools, etc.

Change 113

Change Leadership Management Metrics 113

Living in Learning

AUGUST 14, 2009

The key foundation of using PDR directs our design, development, and delivery efforts to align with the learner’s work context. On more than one occasion, I have witnessed the insertion of job aids as a reactive development effort when the formal training did not produce sustainable results. See Figure 1.1).

Instructional Design 170

Instructional Design ADDIE Blended Learning Design 170

Living in Learning

AUGUST 28, 2009

New competencies are required that move beyond the traditional scope of existing design, development and delivery models. In a nutshell, that describes the momentum behind Living in Learning.

Resources 100

Resources Instructional Design ADDIE Evalution 100

Living in Learning

AUGUST 31, 2009

New competencies are required that move beyond the traditional scope of existing design, development and delivery models. In a nutshell, that describes the momentum behind Living in Learning.

Instructional Design 100

Instructional Design ADDIE Resources Learning Environment 100

Living in Learning

NOVEMBER 25, 2009

Motivation – Personal Needs, Team Dynamics, Compensation & Incentive Plans, Rewards & Recognition, Career Development, Inclusion, Wellness, etc. Each of them develops their own style. Resources – Technology Infrastructure, Connectivity, Access to Content, Access to People, Software, Performer Support, Tools, etc.

Consulting 140

Consulting Organization Blended Learning Wink 140