From the Coleface

JANUARY 10, 2013

One thing that you can guarantee will demotivate your above average performers is seeing people being allowed to underperform with no consequences. As a leader/ manager, it’s your responsibility to ensure that people on your team get appropriate feedback and that action is taken when they underperform.

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From the Coleface

JULY 4, 2014

So we’ve covered topics including “show and tell”, mobile learning, social learning, learner engagement, gaining buy-in from partners, LMS implementation, authoring tools, evaluation, performance support and video. I’d like to say a big thank you to everyone who has attended and all the firms that have hosted meetings.

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From the Coleface

JUNE 15, 2016

Like many conferences, there was no shortage of vendors trying to broadcast how their offering is the panacea to organisations’ performance problems. I enjoyed a day out at the Learning Technologies Summer Forum yesterday.

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From the Coleface

APRIL 19, 2013

This gloom can only help perpetuate the flat economic performance we’re seeing. If people start many of their conversations from a perspective of bad things that make them feel powerless, is this helpful?

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From the Coleface

SEPTEMBER 9, 2014

have 40% lower voluntary staff turnover amongst high performers than peers. Despite the pareto effect that you might expect when comparing the most and least mature organisations, there are still some striking findings. Organisations with the most mature talent programmes: generate 26% more revenue per employee than their peers.

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From the Coleface

FEBRUARY 26, 2008

The Trainers & Developers Network has a day called “Improvisation for Better Business Performance” coming up on Friday March 14. “Improvisation for Better Business Performance” will be facilitated by Belina Raffy and Paul Z Jackson. Would you like to be there?

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From the Coleface

JULY 2, 2012

Stealing back on behalf of whoever Covey stole it from originally, in the first situation content needs to address what is Urgent and Important e.g. performance support/ key points that are highly relevant and quick to dip in and out of (task focus). Waiting for a train/ plane.

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From the Coleface

MAY 21, 2012

As new technologies emerge and then go mainstream, this provides L&D practitioners with new channels through which to connect with learners and enable them to improve performance. However on the way, some organisations will get in badly wrong. Step forward Havering Sixth Form College in Hornchurch.

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From the Coleface

OCTOBER 14, 2014

The is the important caveat: learning cannot simply be ported from one organisation to another with different organisational culture, learning needs and performance gaps. Universal disclosure of e-learning would allow buyers to do #1 and #2 at a less superficial level and get more value from their questions. e-learning'

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From the Coleface

OCTOBER 10, 2007

Presumably teachers that have taken a load of flak at one school will find it pretty hard to move onto another if their performance has been put in the public domain? a balance will evolve between people’s desire to comment and what is actually helpful information sustaining good performance. If so, would this be a good thing?

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From the Coleface

MAY 9, 2013

Management have in the short term offloaded a knotty problem, but the business performance issue still remains with mid term consequences and the money to deal with it has gone. The beta version is slightly less dull, but deadlines are deadlines so the final version gets rushed out. The net result: losers all round.

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From the Coleface

DECEMBER 24, 2013

Moving forward 20 years I found myself enjoying dinner at the Learning & Performance Institute conference and being entertained by after dinner speaker Andy Cope.

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From the Coleface

OCTOBER 3, 2012

There is also the challenge that the ideal experiment would be measuring the performance change for different versions of e-learning with different types of audio, rather than just seeing how well people answer quiz questions at the end of an e-learning module.

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From the Coleface

OCTOBER 18, 2007

Retention is always seen as an important Key Performance Indicator for professional services firms. If the pressure is right, the car will perform best, if is too low the car may skid (lose ability to get to its intended destination) or if it is too high, do long term damage to the car.

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From the Coleface

MAY 31, 2017

After 18 months those parts of the product which could be were absorbed into the mandatory performance management system and the rest was left to gather dust. Some of the more ambitious managers adopted it enthusiastically and judging by their subsequent career success they gained tangible benefit from it. 5 things I learned.

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From the Coleface

NOVEMBER 19, 2008

Her particular areas of expertise include strengths-based selection and recruitment, leadership development and performance management. About the speaker: Nicky Page is a chartered occupational psychologist and consulting director of CAPP (Centre for Applied Positive Psychology).

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From the Coleface

NOVEMBER 16, 2007

Using wikis to share knowhow is an example of the initiatives to bring about improved learning and performance in companies which pretty much accord with these conditions. No doubt there are success stories, but it seems difficult to imagine this replacing formal learning in professional firms.

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From the Coleface

DECEMBER 18, 2009

I’m not sure people becoming 1000 more productive is feasible…maybe it’s just that Jay knows some very poorly performing knowledge workers… Gut feel is that this is about providing people with opportunities, access to great resources, motivation, structured progression and the habit of managing their own learning.

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From the Coleface

JULY 16, 2009

Does the quality of contributions need to be recognised within the performance management system. Is the community an ‘underground movement’ that has sprung up giving the contributors kudos? Are the contributors seen as egomanical oversharers? Ground rules: does the community need explicit ground rules to be successful?

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From the Coleface

JANUARY 13, 2010

I look forward to being sent URLs/ screenshots of online communities that are enhancing organisational performance by sharing learning, because I think this would be great. If they are not capable of recognising that the typical worker in UK plc is driven by different things, you will need to apply that pinch of salt yourself.

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From the Coleface

SEPTEMBER 26, 2007

” I hope one day this will be seen as the naughty little brother of the Forming, Storming, Norming and Performing model; no science, but possibly a useful metaphor to help understand the dynamics. This experience has led to my new contribution to social science: “The committee member life cycle.”

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From the Coleface

MARCH 19, 2019

Businesses don’t have that amount of time – how can L&D help people perform at an expert level more rapidly? Here I share some reflections on what I learned along the journey to expert performance and how they are useful for L&D. . Last year I briefly made it into the UK top 200 at chess.

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Player Games Study Expert 20

From the Coleface

SEPTEMBER 18, 2009

The pressure on chargeable hours means that a manager’s best business case for developing a more junior member of staff if the junior is putting in extra hours (unpaid) and if they have a large chunk of time working together so that the manager directly benefits from the improvements in performance.

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From the Coleface

JUNE 23, 2009

”, let’s enter the kind of world where the starting point is “I have x budget to spend on engaging my audience with this subject, what’s the most effective way to communicate my message in an engaging & interesting way, that delivers change & performance linked to business results?”

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