Performance Learning Productivity
DECEMBER 6, 2015
Full explanations of how the 70:20:10 approach can be used to help overcome the ‘training bubble’ Descriptions of five new performance-focused roles to support the use of 70:2010 The detailed tasks that need to be executed in each of these roles. BUY THE BOOK: www.702010institute.com Just eight of these sections are devoted to the problems.
Performance Learning Productivity
NOVEMBER 24, 2014
We measure how many people have attended a class or completed an eLearning module, or read a document or engaged in a job swap or in a coaching relationship. Attending a course or completing an eLearning module tells us little apart from the fact that some activity occurred. There are two caveats about training.
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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. And people wonder why… Action 3.
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? PERFORMANCE CONSULTING Performance consulting capabilities are required to support all three areas.
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.
Performance Learning Productivity
JULY 15, 2010
If L&D departments and their ecosystem of suppliers and consultants can swim out of the whirlpool of increasing demands having proved their strategic value to senior leaders, they will flourish. Most CLOs and senior L&D managers have a lot on their plate meeting existing stakeholder demand for training.
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