The goal of learning in the workplace is performance–individual and organizational.  If we’ve learned nothing else in recent years, we’ve learned that improving performance through learning is more effective the more it is integrated with real work.  There is incredible variety in the business settings where we work, the jobs we support and the latitude we have to build our solutions.  Learning pundits encourage the “integration of learning and work” but don’t always offer practical strategies that busy learning professionals can to use to make it happen. 

Great post by Jay Cross that uses the history of performance support to set up the need for what Jay calls Learnscapes. Jay tells us: Performance support is blossoming in organizations today under the label of Web 2.0. I actually don't think that Gloria would consider external resources (which we've had for years as reference systems that go along with software) as a form of Electronic Performance Support Systems (EPSS). I've been a long-time believer in EPSS and ePerformance . Remember the original premise of PS, making information available to

Informal Learning Blog ← Enterprise learning Join our dialog about the Un-book → Whatever Happened to Performance Support? August 24th, 2008 | general Where did the dinosaurs go? And what happened to performance support? The most respected scientific speculation today suggests that most dinosaurs were wiped out 65 million years ago when a massive asteroid collided with earth. One group of dinosaurs did survive the asteroid crash: today we call them

So i enjoyed a  recent post (The Rise of the Chief Performance Officer) by knowledge management leader Tom Davenport where he suggests merging organizational groups that share performance improvement as their mission but come at it from different vantage points and methodologies.  And if you’re going to align processes with the content needed to perform them effectively, you need to know something about the technology that would deliver the content in accordance with job tasks. In a blog post while back i mentioned it might be nice to see the training function morph into something more akin to an organizational effectiveness unit in the next ten years. 

For almost a decade I've been building a model of how learning works to prompt performance. As a visual metaphor for how learning works to drive on-the-job performance and results. Download Learning-Performance_Diagram_v2.pdf . Note, of course, that human learning and performance is too complicated Each iteration gets better (in my unbiased opinion). Here's the latest one--this one has the advantage of pointing out the responsibilities learning professionals have AND the responsibilities that learners' managers and the workplace have in creating on-the-job results.

Instruction is organized around the whole task, usually in an easy to difficult progression, which “scaffolds” learning support from “lots to little” as learners progress. Tags: Learning Design e learning performance consulting performance support ADDIE authentic learning tasks Instructional desig The traditional approach to instructional design has been bruised and battered for some years now.  Sometimes the criticism is legitimate and thoughtful and other times it is shallow and faddish.  

You can see evidence of the struggle in this definition of informal learning provided in the ASTD report: “After careful deliberation, the researchers arrived at the following definition: “a learning activity that is not easily recognizable as formal training and performance support. In the same way we now do needs assessment to identify formal skill development needs, learning consultants can analyze business processes, problem solving, and decision making methods to determine how and where informal learning solutions and mechanisms would help improve performance.

First,  how jobs can be designed (using performance feedback) to optimize natural learning (strategy #9) and second,  how elements of the job can be used to improve formal learning (strategy #10). Build a performance support system 4. useful performance feedback system need the following elements to produce the kind of information needed for an employee to learn This is the fifth and final post in the “10 Strategies for Integrating Learning and Work” series.  The series seems to have struck a chord and I appreciate the comments and e-mails in response

Performance Support Lab Menu Home : PS Links : Resources : Working Definitions : PS Worskshop Members Only Section: Questions and Answers : Community Members : Webinar Page: PERFORM Lessons Learned : Workshop Resources: PS Links URLs for PS Resources/Tools: Please email us with any suggestions, comments, or additions to the resources outlined below!! Con and Bob LO Questionaire - Dr. pud=306 Articulate Rapid E-Learning Studio http://www.articulate.com/products/studio.php

Tags: podcasts content types assessment performance support m-learning video podcas What categories of content can you deliver to your audience via m-learning? We We can all appreciate the potential of m-learning as a component of an integrated online educational strategy in the... The