Living in Learning

JULY 28, 2019

The organization needs a myth buster. Is that the CEO re-thinking where to focus precious resources to enable and accelerate productivity? Is it a new role like Chief Productivity Officer? Grand Poohbah of Performance?

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Press Attention Performance Productivity 100

Living in Learning

MAY 1, 2019

I’ve often read corporate vision statements and have even been part of organizations that boast “People Are Our Greatest Asset”. That’s great, and it should be a Truth that is practiced not just spewed.

Assessment 100

Assessment Liability Performance Productivity 100

Living in Learning

SEPTEMBER 2, 2014

…and I tend to believe that the "environment" defining each organizations’ learning and performance ecosystem is unique. Attempting to put learning and performance support into specific sized boxes is an unnecessary complication. For this camper, the objective is clearly one of driving performance.versus adhering to concept percentages.

Instructional Design 154

Instructional Design Performance Support Performance Instructional 154

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 10, 2014

If your organization is flirting with or already into the pursuit of an embedded performance support [EPS] strategy; I welcome you to join me for session #212 - "How to Integrate a Disruptive Performance Support Methodology". Continuous Learning DevLearn 2014'

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DevLearn Performance Support Integrate Performance 133

Living in Learning

OCTOBER 23, 2016

But the same principles he addresses are very relevant for shifting thinking in an organization. I just finished reading an amazing book, “Chase the Lion”, by Mark Batterson, where the focus is largely examining change…personal change to be exact.

Change 100

Change Training Train Personal 100

Living in Learning

MARCH 6, 2016

If your organization recognizes that true business results are won…or lost…@ the Point-of-Work, and a bold decision is under consideration to head up the mountain, meet me at base camp, and let’s kick around some ideas regarding the “climb” that lies ahead!

Free 100

Free Ideas Organization Business 100

Living in Learning

MARCH 6, 2016

If your organization recognizes that true business results are won…or lost…@ the Point-of-Work, and a bold decision is under consideration to head up the mountain, meet me at base camp, and let’s kick around some ideas regarding the “climb” that lies ahead!

Free 100

Free Ideas Organization Business 100

Living in Learning

AUGUST 19, 2012

My only hope is that training organizations hear the noise and embrace the implications of new skills and integration of learning @ the point of work before they hear another sound – the firing squad blasting away at their training budget. Paradigm shift? Methinks this evolution is going to make more noise than a dramatic shift of thinking.

Performance Support 186

Performance Support Support Performance Budget 186

Living in Learning

AUGUST 2, 2016

The chase is near futile when the perfect opportunity is often deeply buried within the organization's ecosystem, and at times, never to be recognized as a viable option because the PS solution is in a blind spot; a blind spot known as a Training Paradigm.

Change 100

Change Performance Support Effectiveness Performance 100

Living in Learning

AUGUST 2, 2016

The chase is near futile when the perfect opportunity is often deeply buried within the organization's ecosystem, and at times, never to be recognized as a viable option because the PS solution is in a blind spot; a blind spot known as a Training Paradigm.

Change 100

Change Performance Support Effectiveness Performance 100

Living in Learning

MAY 23, 2011

Moving the workforce into a state of readiness holds profound implications of producing performance and tangible outcomes that consistently contribute to sustained capability in any organization. The one business unit in particular that carries mission-critical responsibility to be in a state of readiness is the Training organization.

Diversity Training 160

Diversity Training Training Train Performance Support 160

Living in Learning

JANUARY 8, 2016

Both of those examples from my own experiences flash back when I think about the prospects of integrating EPS in any organization. My point is simply this – being ready to deploy any manner of change is not the same as being at a state of readiness to implement effectively and ensure sustainable adoption across the user population.

Flash 100

Flash Adoption Adopt Integrate 100

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

JULY 7, 2015

Many organizations are locked into long-held beliefs that training is the default solution to overcoming performance challenges. While training can certainly contribute to closing performance gaps, sadly, the only outcome that can be consistently proven is the creation of potential. Is potential enough?

Strategy 100

Strategy Performance Support Performance Solution 100

Living in Learning

NOVEMBER 17, 2012

More and more industry thought-leaders are seeing this integration as a strategic imperative, and the organizations who embrace the evolution will step beyond transferring knowledge to sustaining capability. Tin Can], becoming a reality in early 2013, is turning the conversation from, "Do we really need to go there?"

Performance Support 180

Performance Support Support Performance Integrate 180

Living in Learning

JANUARY 22, 2012

Now they are outside of the scope and charter of most training organizations. Then comes something called GoLive, and heads and hearts that were “certified as ready”, struggle with crippled recall knowledge; some users settling for feelings of success when they can remember enough to sign-on to SAP or the EMR the first time.

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SAP Training Train Knowledge 240

Living in Learning

FEBRUARY 18, 2015

This is the challenge in front of us when we are trying to successfully position the added value and positive business impacts of Performance Support to an organization comfortably fed by a Training paradigm. It is that Training paradigm that blocks even considering there are other options to drive performance outcomes.

Performance Support 100

Performance Support Support Performance Organization 100

Living in Learning

FEBRUARY 13, 2012

When you do you know that the Learning & Development function in your organization is fully developed?” A question many of us have sought to answer…or maybe “predict”…came up in one of my networking groups this morning. 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

JANUARY 13, 2011

What are you doing in your training organization to keep pace? The need to perform flawlessly is converging with the need to learn just-in-time. Traditions we hold dear are no longer able to keep pace.

Change 140

Change Games Business Training 140

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

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

Course 113

Course Best eLearning eLearning Developer eLearning 113

Living in Learning

NOVEMBER 2, 2010

I think any training organization needs to assess whether it is indeed a knee-jerk or a reality startle moment. "Whoa.Mon.maybe it should be." But then I ask myself - "Self, is that a knee-jerk reaction I alone hold as truth?

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Video Social Networks LinkedIn Tagging 133

Living in Learning

FEBRUARY 27, 2012

And in the course of what you read here I just might refer to training as the “ugly baby"; however, not so much at the course-level, but at the level of our intentions for the role that baby plays in giving back to the organization later in the span of its life.

Emergent 124

Emergent Reference Roles Course 124

Living in Learning

JANUARY 4, 2010

Josh Bersin of Bersin & Associates referenced in July 2009 on the “The Future of the Business of Learning” webinar that training organizations spend upwards of 80% of their time and resources focused on formal training activities. He also noted that there was a dramatic increase in the use of informal learning.

Instructional Design 100

Instructional Design Consulting Tagging Association 100

Living in Learning

JANUARY 1, 2010

Josh Bersin of Bersin & Associates referenced in July 2009 on the “The Future of the Business of Learning” webinar that training organizations spend upwards of 80% of their time and resources focused on formal training activities. He also noted that there was a dramatic increase in the use of informal learning.

Instructional Design 100

Instructional Design Consulting Tagging Association 100

Living in Learning

NOVEMBER 25, 2009

He makes a simple request – “If we’re going to become a world-class Marketing organization, we’re going to have to fix the Marketing University catalog.”. Tom, I can help you with that, and I need to ask a few additional questions to clarify what you seek to change about your current marketing organization. Therein lays our trap.

Consulting 140

Consulting Organization Blended Learning Wink 140

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

SEPTEMBER 11, 2009

Now consider this question: “Is IT the only organization in your enterprise involved in Change?” This is a perfect example where Change Leadership (CL) is required to expand the scope of shepherding sustainable Change in and across the organization. This all makes perfect sense, right? Of course not!

Change 113

Change Leadership Management Metrics 113

Living in Learning

JULY 24, 2009

Over a five-hour period there were as many panels that focused on topics ranging from industry-wide perspective, to internal training organizations, to vendors of training, software, and services. It is my opinion that these declines are symptomatic of training departments delivering less value to the organization.

Compliance Training 100

Compliance Training Performance Support Learning Environment Classroom 100

Living in Learning

JUNE 26, 2009

Why is it that in every organization I’ve worked for…or with…they ask these same questions? What value are you bringing to the organization? It needs to be strong enough to generate some momentum of change within our approach to learning in the organization. The organization does not need to change; the training department does!

Budget 100

Budget Blended Learning Social Networks Instructional Design 100

Living in Learning

AUGUST 6, 2009

Can a training organization be like a river? Believe it or not, there are some amazing similarities, and some shared characteristics require positioning, or re-positioning the organization’s value proposition to remain in the flow. The eddy, in particular, is a phenomenon that is all too prevalent in training organizations today.

Blended Learning 100

Blended Learning Diversity Training Social Networks Training 100

Living in Learning

JANUARY 18, 2010

Chances are good they may be (even.should be) reading something different depending on where they are in the organization. While everyone may be on the same page, each may actually be at different points on that page. As leaders, we all would like to think we have a fully aligned work force.

Leadership 100

Leadership Change Sound Tagging 100

Living in Learning

JULY 20, 2009

The LMS was not the wrong technology; it was simply deployed into the learning environment before the organization had reached a state of readiness to implement effectively. New performance and outcome thinking within legacy training organizations. Application of voracious change leadership. • technologies.

Blended Learning 100

Blended Learning Diversity Training LMS LCMS 100

Living in Learning

OCTOBER 10, 2009

Our call to action, as a training organization, is simple – expand our scope – move downstream beyond formal learning (training) – out of the classroom – and into the work context – where we can expand the role we play as professional trainers to influence and embed sustainable performance into the work context.

Simulations 100

Simulations Social Networks Training Train 100

Living in Learning

JULY 12, 2009

Economic contraction demands better return on dollars spent within organizations. If organizations expect their workers to become more agile, they must enhance their ability to think and draw conclusions quickly. Two reasons: Traditional approaches to learning still fall short on delivering sustained performance.

Performance Support 100

Performance Support Agile Support Performance 100

Living in Learning

AUGUST 8, 2009

If anything is in danger of dying, it is the budgetary funding of training organizations that do not expand their frame of reference to include continuous learning. The value we, as training organizations, must generate, resides in the greatest learning opportunities downstream in the work context. Therein, training is safe.

Diversity Training 100

Diversity Training Compliance Training Instructional Design Sun 100