ID Reflections

MARCH 5, 2014

The “Era of Courses” reflected an age where work was stable, experience of the past could be encapsulated and translated into courses that future workers could take and be successful in their work and performance. The predictable and routine work which had been the premise of training began to crumble. performance support.

Micro-Learning 248

Micro-Learning Course Wiki Wikipedia 248

ID Reflections

JULY 28, 2009

Why should training for that product be designed, built and marketed in one day? Same with software systems that take years to develop and then they want training created and delivered in a week.? Currently, I am in the middle of creating a simulation-based training program for certain applications for a well-known organization.

Instructional Design 100

Instructional Design Authoring Tools Program Rapid eLearning 100

ID Reflections

SEPTEMBER 25, 2010

They are not predominantly directly related to learning or instructional design or theory (except for one or two); however, they all helped me to see the larger picture, to understand where workplace learning and training fits in, and why and where change is needed. 5 Workplace Learning/Training Social Media for Trainers Jane Bozarth.

Social Networks 172

Social Networks Cognitive Enterprise 2.0 Social Network 172

ID Reflections

SEPTEMBER 23, 2010

We are in the performance business , not the knowledge -gain business. Lead with a performance strategy , not a learning strategy. What if we first considered strategies that enabled knowledge gain, sharing and maintenance in the workplace and then backfilled with the appropriate training to support the gaps that remained?

Organization 136

Organization Harassment Training Performance Support Mentoring 136

ID Reflections

FEBRUARY 27, 2010

At least that is how I started my career; I am still a teacher marketing myself under fancier terms like “instructional designer” and “learning solutionist” and “performance consultant”. I have tried to map each of these 3 criteria to the designing of a performance-focused training program. So provide crystal clear direction.

Change 124

Change Case Study Cognitive Performance Support 124

ID Reflections

DECEMBER 25, 2010

I have been deviating from the key themes of this blog, i.e., learning, performance, training and collaboration, for some time now. With today’s post, I am back on the theme of learning and its impact on performance—personal and organizational. Building Expertise deals with learning and training as it needs to be.

Learner 177

Learner Diversity Training Expertise Cognitive 177

ID Reflections

JANUARY 3, 2011

The Adaptive Thinking Training Methodology (ATTM) and Think Like a Commander (TLAC) represent a method and tool for training adaptive leaders. Adaptive Thinking focuses on training how to think rather than what to think. Adaptive Thinking, as the term implies, indicates thinking while performing.

Cognitive 136

Cognitive Diversity Training Information Overload Behavior 136

ID Reflections

OCTOBER 17, 2009

I have been reading the book Telling Ain’t Training by Harold D. This is a must read for all trainers, performance analysts, and learners. When an expert is expected to convey information to a novice in a manner that will enable the latter to translate that information into performance output. Stolovitch and Erica J.

Expert 112

Expert Knowledge ISPI Performance Support 112

ID Reflections

JUNE 25, 2014

Most organizations (hopefully) have accepted that learning is crucial to their strategy for growth and performance, and if done right, has a direct impact on the bottom line. However, the flipside is that training and other forms of structured, top down learning—the pillars of organizational learning so far—are tottering.

PKM 157

PKM OER Diversity Training Trust 157

ID Reflections

JULY 4, 2010

While not directly linked to training, it talks about Happiness being the prime factor that leads an individual's engagement with anything--be it business or learning. These can be attributes of training programs as well and such training programs would be the ones most likely to lead to a change in behavior. Refer to slide 129.

Analysis 119

Analysis Performance Support Write Blog Slides 119

ID Reflections

JUNE 9, 2010

I am copying a discussion we have been having on LinkedIn as a part of the Training&Development group. 2) Understand the parameters of performance analysis.(KPI's Never build a training program that dont have a ROI. And when I say ROI it should not be how many people were trained and what their training scores were.

Consulting 141

Consulting Social Networks LinkedIn Discussion 141

ID Reflections

JULY 31, 2014

Yesterday, I wrote a post on Learning vs. Performance – the Dichotomy. It was more of a theoretical exposition on why learning doesn’t necessarily translate into performance, and delved into some of the psychological and behavioral aspects of the same. Why is it that learning and training don’t translate into performance?

Performance Support 163

Performance Support Performance Business ROI 163

ID Reflections

JUNE 29, 2014

The impact of technology, globalization, ubiquitous connectivity, remote work and distributed work teams, and economy of individuals to name a few drivers have changed the face of workplace learning and performance dramatically. The more of the same task they performed, the more efficient they became. And time to production improved.

Roles 167

Roles Social Media OER Performance Support 167

ID Reflections

JANUARY 1, 2011

Designing Training for Organization 2.0 2010 Shift Index - Passion and Performance by John Hagel 6. Page The Drive by Daniel Pink The Adventures of Johnny Bunko by Daniel Pink Beyond E-Learning: Approaches and Technologies to Enhance Organizational Knowledge, Learning, and Performance by Marc J. by Gautam Ghosh 4.

Cognitive 185

Cognitive Enterprise 2.0 Blogging KM 185

ID Reflections

MARCH 10, 2014

The L&D and HR had to ensure that employees received some 12 days of training per year and hope that this would make employees effective and efficient at their work and deliver business results. file:///D:/Sahana/ID%20Stuff/Heutagogy.pdf It is no longer very important (at least in most occasions) to be trained on specifics.

Social Networks 277

Social Networks Micro-Learning Learning Pedagogy 277

ID Reflections

NOVEMBER 30, 2009

Why is the client thinking of moving toward an online training/blended training format? (So So far, all training has been instructor-led.) What are the business needs they are trying to address via online training? Most ID courses start with the content and the learners--both key aspects of effective training design.

Instructional Design 100

Instructional Design Instructional Instruction Design 100

ID Reflections

MAY 15, 2010

The post is a relevant read for anyone in the field of delivering e-learning, training, and responsible for organizational performance. Is the training truly required? What insights has the task analysis provided about performance, hitches faced during on-the-job performance? Will this solve the business problem?

Storyboard 144

Storyboard Course Develop Skype 144

ID Reflections

AUGUST 6, 2010

Clark Quinn, a thought leader in technology-mediated learning, said in 2000: mLearning is the intersection of mobile computing and elearning: accessible resources wherever you are, strong search capabilities, rich interaction, powerful support for effective learning, and performance-based assessment. Growth in cloud computing 5.

Mobile Learning 166

Mobile Learning Mobile iPod Wiki 166

ID Reflections

JULY 4, 2010

Managers responsible for team productivity and performance define the learning objectives and ask a vendor to create an e-learning course failing to take the opinion of end users (what the managers perceive as difficulties may not be the real/root cause for productivity or quality failures) 2.

Adoption 137

Adoption Adopt Course PPT 137

ID Reflections

SEPTEMBER 22, 2010

Most importantly, from the perspective of trainers who have been immersed in classroom training for years, Jane adds the “comforting and promising possibilities” of technology use without the alarm of having to throw away all the time-tested methods of training like role plays, debates, post a question, etc. Hardly ever.

Social Media 166

Social Media Media Wiki Blogging 166

ID Reflections

NOVEMBER 1, 2014

So far, the role of L&D has been to identity existing skill gaps, design training programs to bridge the gaps, and get supervisors or the individuals concerned to nominate themselves for the training, attend the "requisite" training and get back to work and be efficient. What does this imply for L&D/HR?

Change 220

Change Social Networks Social Network Collaboration 220

ID Reflections

DECEMBER 28, 2014

However, most organizations are still floundering caught between practices and processes that have become obsolete ( hierarchical decision-making, 9-5 office hours, yearly appraisal cycles, mandatory training hours , and so on) and a new and transformed world informed by the convergence of social, local and mobile.

Network 202

Network Diversity Training PKM Communities of Practice 202

ID Reflections

MARCH 11, 2014

AT&T is underwriting the overall cost of the course, with the hope of expanding the pool of well-trained engineers.” From [link] “Rolls Royce spends £40m on training a year but only £2m on certified training. I have been treating the MOOCs a bit like a cross between knowledge nuggets and performance support.

Diversity Training 219

Diversity Training Micro-Learning Blended Learning Forum 219

ID Reflections

MAY 16, 2010

And what is alarming is that even today, most ( read almost all ) organizations still focus on training people to do what can so easily be automated or even outsourced. Given this situation, what can the training department to do to truly impact not only individual performance but also organizational growth?

Innovation 158

Innovation Outsource Social Media Collaboration 158

ID Reflections

JANUARY 10, 2010

I am more into books about learning and performance, training, design, creative thinking, innovation and management, writing, and the like. The book also provides a list of references and resources and is a must have on the shelf if you want to learn how training projects need to be managed and executed.

Project 104

Project Management Analysis Consulting 104

ID Reflections

DECEMBER 29, 2009

Tags: Social Media Performance Support training learning informal learning.

Agile 100

Agile Design Social Media Performance Support 100

ID Reflections

DECEMBER 17, 2014

Hogan Performance Indicators (HPI) in the Hogan system are the enablers – “ the characteristics that facilitate or inhibit the person’s ability to get along with others and to achieve his goals ”. Each individual will have a mix of scores on the seven scales mentioned. “ The final section of the book gave me my Aha!

Case Study 113

Case Study Coaching Culture Assessment 113

ID Reflections

MAY 11, 2010

The session was on HPT and Social Learning: Organizational Performance in the Cloud b y David Wilkins, VP of Product Marketing at Learn.com. A keen and passionate believer in the power of Social Networking (SN) in improving organizational performance--not marginally but manifold--this session was an eye-opener for me.

ISPI 168

ISPI Skype Social Learning Social 168

ID Reflections

AUGUST 20, 2010

The book is a synthesis of years of collective experience, know-how, knowledge and deep passion for improving and enabling human performance. Section 1 The following excerpts sum up the essence of what it means to work smarter: Training becomes obsolete because it deals with a past that won't be repeated.

Instructional Design 137

Instructional Design Pattern Wikipedia Collaboration 137

ID Reflections

JULY 16, 2009

Managers responsible for team productivity and performance define the learning objectives and ask a vendor to create an e-learning course failing to take the opinion of end users (what the managers perceive as difficulties may not be the real/root cause for productivity or quality failures) 2. Any thoughts.??

Adoption 100

Adoption Adopt Program PPT 100

ID Reflections

AUGUST 23, 2009

The post set me thinking about when do we use “Love vs. Hate” to design a training program. This is a definite requirement in most business driven training where the learners have to perform certain actions to meet the business objectives. These followed by Sreya’s post gave me some idea of the discussion.

Theory 124

Theory Learner Social Networks Learning Theory 124

ID Reflections

AUGUST 1, 2010

Excerpts from the Best of T+D | 2007 - 2009 Harold Jarche in Skills 2.0 : As knowledge workers, we are like actors--only as good as our last performance. And that’s a really exciting place for the learning profession to be because what you are capturing, then, is the performance of an organization.”

Learning 2.0 132

Learning 2.0 Blended Learning Social Networks Gartner 132

ID Reflections

NOVEMBER 18, 2014

While some aspect of L&D will still be focused on skills training, we have to realize that skills training is the bare minimum required to get someone started or move to the next level. Training is essentially past focused. Training is thus giving diminishing returns as days go by. Can these be taught? I think yes.

Roles 132

Roles Agile Cognitive Attitudes 132

ID Reflections

APRIL 14, 2011

The New Learning Architect by Clive Shepherd The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today by Jeanner Meister Pragmatic Thinking and Learning by Andy Hunt The Art of Community: Building the New Age of Participation (Theory in Practice) by Jono Bacon The Agile Samurai: How Agile Masters Deliver Great (..)

Cognitive 144

Cognitive Pedagogy Agile iPad 144

ID Reflections

APRIL 25, 2009

We are still on our first generation e-learning courses—the linear, click and reveal types, where, for most corporate training departments, cost cutting is the major goal for shifting to the e-learning mode. Tags: e-learning corporate training education big question andragogy.

Big Question 100

Big Question PPT PENS Corporate eLearning 100

ID Reflections

NOVEMBER 30, 2009

With the ever increasing opportunities/possibilities for everyone to create content, the training design specialists face the same plight as that of journalists. Training programs may go the Conde Nast way. Then, where do we stand as professional designers of training? S/he may not need to sit with an SME and create the content.

Instructional Design 100

Instructional Design Instructional Instruction Design 100

ID Reflections

FEBRUARY 28, 2010

Preamble: To briefly set the scenario, I had been involved in a project where an organization was rolling out e-learning for the first time, making a shift from pure instructor-led training (for the formal learning bit) to a web-based environment. It is easy to imagine the radical shift this move to an e-learning environment meant for them.

Project 100

Project Director Instructional Design Analysis 100