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”. Clearly that is not anyone’s intent; however, it represents a Truth when we rely upon a Training Paradigm to inject competency into our workforce to sustain workforce productivity and performance.

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Living in Learning

AUGUST 8, 2009

Several of the professional groups I have joined through LinkedIn yield consistent discussion themes that register concern for the future of training. The concern comes from a cross-section of trainers, designers, training managers, and vendors. So…what is the next big thing in the world of training? Training is not going away.

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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.

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Living in Learning

SEPTEMBER 4, 2009

In an earlier post, I introduced the concept of a Learning Continuum defined by three phases: • Prepare – to create readiness in our learners prior to formal training. Deploy – delivery of formal training in a variety of blends. Reinforce – post-training implementation intended to sustain capability. Refer to Figure 3.0

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Living in Learning

OCTOBER 10, 2009

For this to happen, that bear experienced formal learning and acquired some significant skills training; the very same skills you and I learned in our youth. If their classroom doubled as their workspace too, our training effort could stop there. Training complete! We stop the training as soon as they can ride in a circle.

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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 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. Methinks this evolution is going to make more noise than a dramatic shift of thinking.

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Living in Learning

DECEMBER 21, 2009

Certainly, this title may sound like blasphemy to some of us in the training business. On the other hand, it may be even more of a shock to those who depend upon those of us in the training business to drive performance in the organization. Value of Training = Performance Concept – Tactical Application.

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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?

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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.

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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.

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Change Performance Support Effectiveness Performance 100

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.

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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. Current T&D practices produce traditional training outcomes.

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Living in Learning

FEBRUARY 27, 2012

It is about training. 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. But this book is not about babies.

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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. Current T&D practices produce traditional training outcomes.

ROI 100

ROI Agile Suite Roles 100

Living in Learning

AUGUST 1, 2017

I know I am part of a cost center…an expense…and I know if I’m not contributing to solutions that generate revenue for the organization I have no room to b h when the next down-sizing happens and I am once again hurled through the window of opportunity. I know who pays the rent.

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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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Living in Learning

JANUARY 4, 2010

After all, we are talking about learning here, and training is obviously a part of that, right? Certainly, it is…and that is exactly the point of this writing – training is indeed a part of learning – and in some cases, only a very small part. He also noted that there was a dramatic increase in the use of informal learning.

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Living in Learning

JANUARY 1, 2010

After all, we are talking about learning here, and training is obviously a part of that, right? Certainly, it is…and that is exactly the point of this writing – training is indeed a part of learning – and in some cases, only a very small part. He also noted that there was a dramatic increase in the use of informal learning.

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Instructional Design Consulting Tagging Association 100

Living in Learning

JULY 24, 2009

The catalyst for making this statement about the future of learning stems from my good fortune and honor to participate in a virtual discussion yesterday as a panelist in, “The Future of the Business of Learning”, sponsored by Learn Trends, ISA and Training Magazine Network. We have some “now&# problems to address.

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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. Recall the initial request?

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Consulting Organization Blended Learning Wink 140

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?"

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Living in Learning

JULY 20, 2009

My first exposure appeared on the scene as computer-based training (CBT) back in the 1980s. Regardless of when you first experienced it or how it was delivered, the shift was on, and a huge transition of traditional classroom training underwent a retrofit to any of several electronic formats. What changed? Did human performance change?

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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. Who is going to train me – when – where – how? Of course not!

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Living in Learning

JULY 12, 2009

Economic contraction demands better return on dollars spent within organizations. The panel exhibited unrehearsed agreement on the fact that training assets needed to shrink and become more targeted to work demands. The need for agility in learning is a shot across the bow of every training department on the planet.

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Living in Learning

AUGUST 23, 2009

The concept of a learning shift represents a course correction by the USS Training Department. Choose a metaphor of your own; bottom-line is painfully clear – the learning game has changed, and our tactics and methodologies that worked so well in a traditional “training war” are not as effective in a non-traditional battle.

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Living in Learning

AUGUST 14, 2009

I recently had the honor to participate as a panelist in the July 27, 2009 online discussion sponsored by Learning Trends, ISA, and Training Magazine Network. As training departments go, most are not equipped to sustain a learning environment. How dependant is our “environment” on the application of traditional training?

Instructional Design 170

Instructional Design ADDIE Blended Learning Design 170

Living in Learning

AUGUST 28, 2009

Recent momentum centers on the evolution of training departments into business partners who create continuous learning environments. Precious few of us see training budgets increasing. The days of tracking training activity are long gone. That shift does not, nor will it ever, portend the demise of formal training.

Resources 100

Resources ADDIE Instructional Design Evalution 100

Living in Learning

AUGUST 31, 2009

Recent momentum centers on the evolution of training departments into business partners who create continuous learning environments. Precious few of us see training budgets increasing. The days of tracking training activity are long gone. That shift does not, nor will it ever, portend the demise of formal training.

ADDIE 100

ADDIE Instructional Design Resources Learning Environment 100