The Performance Improvement Blog

JANUARY 25, 2013

Paul Matthews, in a blog post titled, “The future of training is not training,” argues that workplace training needs to be about building capability not delivering courses. He writes: Many people in training seldom stop to think why they are doing the training. Today, resources are too precious.

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The Performance Improvement Blog

SEPTEMBER 17, 2013

Managers must support and facilitate just-in-time learning that is responsive to emerging needs. A hospital, wishing to become more efficient and effective, has implemented “lean” by inviting the staff of departments to workshops on the application of “lean” in healthcare. The answer is that managers have an essential role.

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The Performance Improvement Blog

DECEMBER 19, 2016

Most companies today have a “training culture”. ATD’s 2016 State of the Industry report concludes: …the traditional, instructor-led, face-to-face classroom continues to play a crucial role, and it was still the delivery mechanism for 51 percent of learning hours used in 2015.

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Clark Quinn

AUGUST 10, 2021

This is bolstered by a later quote: “When training becomes overwhelming and creates stress, a bite-sized approach will encourage learning.” ” If training becomes overwhelming and stressful, it does suggest a redesign. Just being enlightened doesn’t guarantee that.

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Infopro Learning

JULY 5, 2019

Leadership training is an essential component of succession planning at every company. Two of the most consistent traits in good leaders are their willingness to learn from others and their ability to engage in self-awareness activities to better understand themselves. It is vital to keep your ‘best’ talent.

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The Performance Improvement Blog

JUNE 10, 2013

From course designers/trainers to performance, collaboration and professional learning specialists [providing learning assistance where, when, and how it is needed]. I would add these other ways that the L&D role must also change: From scheduler of courses and workshops to facilitator of on-demand, informal learning experiences.

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The Performance Improvement Blog

MARCH 30, 2016

Recently, I conducted a workshop for the leadership team of a company that wants to increase the impact of its training programs. I explained the limitations of formal training and the need for taking an organizational learning perspective.

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Learning Rebels

NOVEMBER 8, 2023

As organizational learning continues to evolve, it’s time to dust off a learning method that has the power to reshape how knowledge is cultivated and shared and addresses employee well-being : community-based learning. Think of it as developing a series of professional development events that members can look forward to.

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Degreed

APRIL 17, 2024

Similarly, the experts at Training Industry said skill matrices can be “ a game-changer for organizations.” We responded by implementing skill matrices to provide clear competency frameworks for each level and ensure that training aimed at each type of role would be targeted and effective.

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The Performance Improvement Blog

DECEMBER 8, 2014

Ineffectiveness of Event-Based Training. Classroom, workshop, and seminar experiences do not have the desired impact on organizational performance. Most estimates put the rate of formal training transfer to the workplace at less than 20% of participants. HR and training departments cannot possibly keep up.

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Matrix

AUGUST 3, 2021

I’ve been in corporate training for well over a decade. Even back in my early days as an instructional designer, we tried our best to have various training methods. Read more: Why video training content is better than PowerPoint today. Technology is a great help when it comes to blended learning. Closing thoughts.

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The Performance Improvement Blog

OCTOBER 31, 2013

Taking a cue from Shah, here are some espoused values (not necessarily values in use) and instinctive reactions that indicate either the presence or absence of a learning culture. An executive assistant asks her boss for permission to attend a series of workshops on financial management that is being offered by the company.

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The Performance Improvement Blog

MARCH 1, 2016

The authors argue that organizational learning depends on overcoming these biases. Companies should take time to slow down and reflect on their actions and learn from that reflection. But these short-term approaches will limit the organization’s ability to learn. I would add a few more barriers to organizational learn.

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Learnnovators

MARCH 1, 2016

Dear Training, We’re sorry, but it’s over. Or how we stood, full of trepidation, as we prepared to deliver that face to face workshop? Goodbye Training. The post ‘Dear Training’… A Breakup Letter from L&D Professionals appeared first on Learnnovators. It’s not you, it’s us. Do you remember how we first met?

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The Performance Improvement Blog

APRIL 7, 2015

During the first session of a workshop I facilitate for ATD, one of the participants asked, “What does a learning culture look like in an electrical power generation plant, where most of the training is for the purpose of meeting industry regulations?” They need repetition, practice, feedback, and reflection.

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The Performance Improvement Blog

JULY 13, 2015

Formal training continues to take up too much of organizational resources. Formal, event-based training (courses, workshops, seminars, MOOCs) has a place in corporate learning but only a small place and only for employee learning that can’t be achieved in other, more timely, less costly, and more effective ways.

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Instancy

AUGUST 14, 2023

Keeping pace with the constantly evolving business landscape necessitates that enterprises invest in corporate training. Integrating AI into corporate training exemplifies how this technology is transforming traditionally static industries. This boosts training program effectiveness while also increasing ROI.

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The Performance Improvement Blog

MAY 12, 2016

Many training leaders in companies who say they have a learning culture are mistakenly equating amount of training activity with a learning culture. A training culture is not the same as a learning culture. As with all survey research, some caveats should be considered when interpreting the findings.

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The Performance Improvement Blog

FEBRUARY 25, 2015

This book, by Rob Brinkerhoff and myself, made the case that HRD (human resource development) was changing dramatically and that the key to employee learning had shifted from the training department to the relationship (i.e., In its place, a system of employee training and development shaped by a new paradigm for learning is emerging.

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Thinkdom

OCTOBER 10, 2023

Engaging with eLearning experts who can meticulously identify your employees' training and development needs ensures that your investment yields effective outcomes. They possess the ability to conduct a thorough analysis of your training needs across all organizational tiers. Custom learning solutions.

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Litmos

JULY 14, 2020

Organizational learning is going through a seismic shift. The COVID-19 pandemic has created a new world of remote workers, with no chance for in-person classroom training. Delivering digital learning to a dispersed workforce is a challenge most organizations have been nibbling at the edges of for years.

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Actio Learning

JANUARY 27, 2022

In his view, blended learning ". may include several forms of learning tools, such as real-time virtual/collaboration software, self-paced [eLearning] courses, electronic performance support systems (EPSS) embedded within the job-task environment, and knowledge management systems." ". Before moving to design, two things are essential.

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Jane Hart

FEBRUARY 27, 2013

Firstly, the red area is the traditional L&D operating area – designing, delivering and managing instruction (ie face-to-face training and e-learning). There’s the fact that working is changing, and that organizational learning needs to change too. There are many good reasons for this.

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Learnnovators

MARCH 21, 2016

After all, plenty of research can be cited to support the efficacy of on-the-job learning, social learning and formal training. TRAINING WILL NEVER DIE. As the forgetting curve illustrates, no matter how brilliant your workshops are, they are likely to be ineffective on their own. Published on 21-Mar-2016.

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Matrix

AUGUST 20, 2020

To get a positive ROI out of training programs and course development, L&D leaders must move towards a broader role within the company and develop a strategic plan for this function. Here are a number of aspects to consider: Align training with company objectives. Focus on employee learning journeys instead of learning events.

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Webanywhere

AUGUST 23, 2023

Enter the realm of Corporate Learning Job Roles – a fascinating tapestry of positions that work synergistically to craft enriching learning experiences for employees. From orchestrating seamless training events to curating engaging digital content, these roles form the backbone of modern workforce development.

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The Performance Improvement Blog

NOVEMBER 8, 2011

Twelve of these common barriers are: Program focus – new programs and services are evaluated in isolation rather than as interdependent parts of the whole organization, e.g., a diversity workshop is evaluated by the participants at the end of the workshop, not by everyone in the organization weeks and months after the workshop.

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eLearning Learning Posts

NOVEMBER 17, 2009

Social Learning for Management Development: Introducing CoachingOurselves. Innovative Online Communications and Training Strategies. DevLearn 2009 - Ruth Clark’s session on Evidence Based Training - Free as in Freedom , November 11, 2009. If Possible…Let’s Eliminate Training - Kapp Notes , November 10, 2009.

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Jane Hart

JUNE 4, 2012

We need to remember, that (social) learning doesn’t just take place in a training room, but anywhere where people congregate. We need to remember, that (social) learning doesn’t just take place in a training room, but anywhere where people congregate.

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The Performance Improvement Blog

JANUARY 25, 2016

As David Grebow explained in his post about The Learning Curve and The Pivot Point , unless formal training (courses, workshops, seminars, webinars, etc.) In an earlier post titled, 50 Ways to Lever Learning , I listed many, but not all, of the different ways in which people can learn in organizations.

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The Performance Improvement Blog

FEBRUARY 17, 2017

The only thing holding companies back from learning at the speed of change is their organizational culture which, for many, is a barrier to learning. Most companies have a training culture, not a learning culture. This emphasis on formal training is a barrier to learning and change.

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Xyleme

JULY 31, 2023

DevLearn is the perfect place to engage with your professional community and explore how technology can support learning and development. Get ready to dive into the conversation that is shaping the future of organizational learning and performance! We are also running a series of dynamic demos with our Solution Architects.

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Limestone Learning

NOVEMBER 30, 2021

Join Brandon Hall Group’s team as they share how their HR certification can help you learn the competencies needed to drive breakthrough results for your organization. PT: The New Face 2 Face Training Experience Be in on the discussion as The Bob Pike Group and companies all around the world prepare for a return to classroom F2F training.

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Limestone Learning

MAY 2, 2023

PT: “Survey Conversations”: Five Practices to Make Your Virtual and In-person Training Remarkable A methodology called “Survey Conversation” combines five practices into a win-win for all parties: Timing — ask key questions before your event. Thursday, May 4, 2023, 9 a.m.–10 Frequency — generate huge WIIFM for your attendees.

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The Performance Improvement Blog

FEBRUARY 10, 2017

Ethical behavior in the workplace has never been more important, yet companies continue to act as if a workshop or elearning program during onboarding is all an employee needs in order to behave ethically. That might meet the requirements of a regulatory agency, but don’t expect your employees to learn “…to do the next right thing.”

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Learnnovators

MAY 4, 2015

This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. ” Read in conjunction, the two pieces shed a lot of light not only on how today’s workplace is changing but also on its impact on how we learn. What does this imply for L&D/HR?

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The Performance Improvement Blog

DECEMBER 1, 2015

The company is well on its way to hiring more than 1,000 professional designers, and much of its management work force is being trained in design thinking. That might be the start, but learning and application of that learning must be an ongoing process. People need to learn the principles and tools (e.g.,

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