Performance Learning Productivity

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From Courses to Campaigns : using the 70:20:10 approach

Performance Learning Productivity

It trains people to provide the most superficial response to problems, over and over again getting the data in a nice, neat, packaged form and then making decisions on that basis. Plan for the 100’ explains why the ‘70’ and ‘20’ aspects are likely to provide the greatest value. There are many reasons why this objective makes good sense. Why should there be better ways?

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Autonomy and Value in Social and Workplace Learning

Performance Learning Productivity

It was developed to define the journey for the L&D transformation – centralising standards and processes, building a consistent performance consulting approach, strengthening governance, and then ‘federalising’ to provide the autonomy needed for agility, responsiveness and sustainability. My colleague Jane Hart recently shared the diagram below on her blog. itashare

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Building a Culture of Continuous Learning

Performance Learning Productivity

Classes, courses and curricula – structured learning events – don’t provide all the tools in the toolkit. My experience is that the 70:20:10 framework provides a holistic strategic model that helps build a culture of continuous learning. Most people get it. They’re bit-players in a much larger world of organisational learning and performance. There were three clear findings, that: 1.

Learning in the Collaboration Age

Performance Learning Productivity

It provides a very good starting point to help make this move. Of course, the 10 also provides great opportunities for collaboration. We may not have noticed it at the time, but the world of learning changed in 1990. the rest is history. Over the next few years the Web turned technical networks into ubiquitous conduits for everyone to use. And for Organisational Learning?

6 Tips for Providing Value to the Modern Corporate Learner

6 Tips for Providing Value to the Modern Corporate Learner Enable Continuous. know and learn – whether it be internally, on the job, or via other experiences. 1 3 2 Meet Them Where They Are (Social) A great advantage provided. Learning Think outside the box. and expand training. options beyond formal. learning. anytime, anywhere, and from any device. Fully Embrace. for L&D holds that.

Embedding Learning in Work: The Benefits and Challenges

Performance Learning Productivity

It could be argued that context is best provided by embedding learning in work. If people learn as part of the workflow then this learning is more likely to impact performance in a positive way. The same study found employees with high exposure to on-the-job learning activities were 262% more engaged than those who had no exposure to on-the-job learning. itashare

Learning is Behaviour Change: why is it often so hard to help it happen?

Performance Learning Productivity

To produce improved outcomes; to deliver that project faster and to a higher quality; to provide deeper insight to that business analysis; to solve that client’s problem faster… Deutschman goes on to point out that “conventional wisdom says that crisis is a powerful motivator for change. If you didn''t, your time would end soon -- a lot sooner than it had to. Stop or Simply Avoid the Pain?

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70:20:10 – Above All Else It’s a Change Agent

Performance Learning Productivity

The model is better likened to the guidance and advice a parent might provide to a child to help them make the most of their life “ work hard to get better at everything you do, put most of your effort into being kind to others, learn your lessons, and you’ll go far ”. “Progress is impossible without change; and those who cannot change their minds cannot change anything.” itashare

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The Best of Times, The Worst of Times: opportunities and challenges for the L&D profession

Performance Learning Productivity

Why devote resources to develop role-specific learning pathways predominantly based on courses and structured programmes when we know the time and resource taken to design, develop and deliver the content means we’re never likely provide timely solutions to immediate challenges? It really is the best of times and the worst of times for learning professionals. There is a choice. n(d)s?t/

Seven Simple Secrets to Off-the-Shelf Course Success

but might be a little vague in providing concrete actions, so you’ll need to dig a bit deeper. Providing OTS courseware in these situations has several advantages. OTS curriculum, it’s fairly easy to provide training to individuals or groups whenever you. While the mainstream social media platforms can provide opportunities for. Seven Simple Secrets to. capital. You’re.

Workplace Learning: Adding, Embedding & Extracting

Performance Learning Productivity

An hour spent addressing these questions on a regular basis, or after completing a project, would provide far greater payback than reading any number of 100-page project review reports. High performing individuals, teams and organisations focus on exploiting development opportunities in the workplace because that’s where most of the learning happens. What actually happened?

JAY CROSS – Pushing the Envelope to the End

Performance Learning Productivity

Jay was fun to be around Above all, Jay provided a beacon to light the way to new and better approaches for creating high performing organisations. “It all boils down to learning, but not the sort of learning you experienced at school. No, this is learning as a life skill. You’re learning all the time, taking in new information and making sense of it. He brought us together in 2009.

What Does the Training Department Do When Training Doesn’t Work?

Performance Learning Productivity

Data provided by the US membership organisation Training Industry suggests annual growth around 6% per year since 2009. The global training industry is large and in growth again post-2008. Training Industry estimates the 2012 figures for the training market at $131billion in the USA and $160billion for the rest of the world – a global total of $291billion. Speed and change dominate. n(d)-?set

ROI 103

It’s Only 65% !

Performance Learning Productivity

Training describes a structured set of events that when designed and assembled carefully can provide an effective way to help people accelerate learning (learning = behaviour change). Without any definitions of these categories (and I couldn''t find any in this survey) I fail to see how respondents will provide consistently accurate input. Learning ? So why use the numbers, then?

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Evaluating Training - Capturing the Benefits Aspects of ROI

event are important and the happy sheets do serve a purpose, but will they really provide enough hard. Whether making the decision to invest in people, or to simply maintain or decrease training budgets, training programs that provide immediate impact and maximum overall return on investment are an. Evaluating Training – Capturing the Benefits Aspect of ROI. But because. incurred.

Nothing Has Changed. Everything Has Changed.

Performance Learning Productivity

Clark always provides a thoughtful and enlightening perspective. Whether you’re working in an HR or L&D department, or for a commercial company providing learning tools and services, or for a college, university or business school, results matter. There are many other disruptors confronting existing models and practices used by L&D departments and their learning providers.

70:20:10 - A Framework for High Performance Development Practices

Performance Learning Productivity

Of course structured and directed ‘formal’ learning can help, but it rarely, if ever, provides the complete answer. It also provides a coherent framework to strategise workplace, social and structured learning activities. It may be embedded in workflow tools (where most of the ePSS tools and systems provide support), or be accessed through ‘others’ across the high performer’s network.

The Only Person Who Behaves Sensibly Is My Tailor

Performance Learning Productivity

However extrapolating the context and outcomes to make any sense of this type of data requires a series of further steps that are orders of magnitude along the path to providing meaningful insight. The implicit assumption is that the more that are hours provided, the better and more focused the organisation is on developing its workforce. Shaw was also a lifelong learner. itashare

Managing Learning?

Performance Learning Productivity

In the past that strategy provided a more robust defence than it does now (see an earlier article about compliance training for a discussion on that issue). More importantly, Jane provides advice that L&D can’t sit alone. Donald Taylor recently published an article titled ‘ What does ‘LMS’ mean today ?’. In it Donald posited something I’ve been advocating for years. It is this.

New Brandon Hall Group report forecasts major shift in 2016 online learning trends

technology providers. other areas in which organizations give learning technology providers failing grades. 11 Research Summary About Brandon Hall Group Brandon Hall Group is a HCM research and advisory services firm that provides insights around key performance areas, including Learning and. Your membership provides you with personal connections to fellow professionals.

70:20:10 Primer

Performance Learning Productivity

It provides detailed guidance, lots of checklists, tools and process support resources as well as insightful contributions from leading experts. I have often been asked to explain the fundamentals of 70:20:10 as a strategic framework quickly and simply. wrote the one-page ‘primer’ below to serve that immediate purpose. Please feel free to use it for any no-commercial purposes.

Language Learning - an Exemplar of the 70:20:10 Approach?

Performance Learning Productivity

Of course some structured learning (the ‘10’) is extremely helpful to get started and also to provide some guidance along the way, but structured training in language learning, or in any other domain, will not alone produce high performance. Humans are an incredibly inquisitive and extremely social species. These also drive our learning patterns. We are all life-long learners. Petr Ruzick.

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Re-thinking Workplace Learning: extracting rather than adding

Performance Learning Productivity

The Corporate Executive Board study found that if managers were more effective at providing workplace experiences that helped development, the impact on performance was an almost 20% 1 uplift. A decade ago the Corporate Executive Board published a report detailing the findings of a study into the role managers can play in employee development. We’ve known about that for 120 years or more.

The Need to Adapt to the Speed of Change or Die: lessons for L&D from the retail industry

Performance Learning Productivity

And I will develop trust relationships by using the information, advice and expertise I’m provided with. They expect their employers to support them and provide resources to help, but they don’t expect their employer to ‘manage’ their learning and development from start to finish. Yesterday another great British institution slid into the history books. think there are. think not.

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Move Beyond Learning to Applying: A Modern Management Development Program

would love to provide, we need a change. We must go beyond providing great content. to instead take responsibility for providing. Totara, an open source LMS), provides structure. Our platform provides. well beyond providing content to include. provide the manager with talking points. We provide practice guides to help Sue. We now. Right?

The #Blimage Challenge

Performance Learning Productivity

Workplace learning is generally more effective than simulations which, in turn, are generally more effective than being provided with information using a traditional ‘knowledge transfer’ learning approach. For a bit of fun this afternoon my colleague Jane Hart set a few of us a #Blimage challenge. Just make sure the images aren’t too rude. The permutations are blimmin’ endless.” Watch out.

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Who Needs Training, Again?

Performance Learning Productivity

Spending money, time and effort providing face-to-face training or eLearning courses for workers in an attempt to equip them to use new processes and systems as they’re rolled out across our organisations is one of these cases. At some point in time I am sure we’ve all found ourselves with an answer staring us in the face, but we just haven’t managed to see it yet. Most of us know there are

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Real learning – let’s not confuse it with completing templated exercises

Performance Learning Productivity

Compliance training is primarily about recording activity and gathering data that can be provided to regulatory or professional bodies or kept for a rainy day. I bet Tony Hayward, CEO of BP, hopes and prays that his L&D teams have well-documented evidence that everyone involved with the Deepwater Horizon drill rig had been through their mandatory and compliance training. like Kate a lot.

21st Century L&D Skills

Performance Learning Productivity

How can we possibly provide a service without having at least a basic knowledge of adult learning, an understanding of how adults learn in the workplace, and ‘what works’ in organisational learning? I was recently involved in a discussion about 21st Century learning skills in one of the LinkedIn Groups. So, what’s changed? You may have fallen into L&D from an HR generalist role.

How the right tech tools for your team can power your sales enablement strategy

providing an opportunity to practice the skills required. here is to ensure your training program provides individual attention and im- mediate feedback for trainees. INSTANT ACCESS TO CONTENT IN THE FIELD Provide learning content in both push and pull modalities to accommodate a. Always look for a LMS that provides an off-the-shelf integration with your CRM. ENABLEMENT?

The Driving Test: the canary in the mine for formal training?

Performance Learning Productivity

The driving test provides a ‘rite of passage’. The first chapter of ‘ 70:20:10 towards 100% performance’ (the recent book by Arets, Jennings & Heijnen) is titled ‘the training bubble’. It takes a quick look at the history, the lure, and some of the problems that have been brought about by thinking only in the formal training paradigm rather than in the performance paradigm. billion).

When it's just so obvious NOT to train it's painful to watch it happen

Performance Learning Productivity

Even better if this is accompanied by some form of support – from line managers setting goals and monitoring performance, from SMEs providing on-demand advice and support, or even from learning professionals providing workplace coaching. Some managers and L&D people just don’t seem to get it. You might as well throw the money spent on these activities out the window. Bingo!

ID - Instructional Design or Interactivity Design in an interconnected world?

Performance Learning Productivity

If knowledge acquisition is the end-game, then the logical conclusion was to provide information that could be turned, whatever the magic employed, into knowledge in the recipient’s head. He provides good explanations of his thoughts and approach here and here. have a real problem with this approach and the thinking behind it. But it simply isn’t appropriate for today’s world. Right?

Five Barriers to Effective Learning in Organisations

Performance Learning Productivity

Very few of us would argue with the proposition that a lot of organisational learning and development activity is sub-optimal to the extent that it provides little value to participants and their organisations. To which he provided the answer: 'It's hard to imagine any way in which it hasn't changed….they're' Focus on outputs provides much more value. Some stand alone.

Are your managers ready for a world without formal performance reviews?

GIVING FEEDBACK: I provide constructive. SETTING. EXPECTATIONS: My team members are clear on. their roles & responsibilities. 2. DELEGATING: I effectively identify tasks that. others can take on to develop their. capabilities and free my time for. more strategic activities. 3. COACHING: I support my team members by. challenging and encouraging them. to think for themselves and take.

2015 Top Tools for Learning

Performance Learning Productivity

However, Google has provided a public searchable store of enormous magnitude – larger than anything seen before in humankind history – and is without doubt the most used learning tool by many, if not all, of us. For me Twitter gives access to smart people who provide an enormous wealth of information and insight through their commentary and links to research, articles and other resources. Google Scholar provides the library index and stack we could only dream about 40 years ago. It provides a stream of updates from people I know and groups I’ve joined.

Determinism, Best Practice, and the ‘Training Solution’

Performance Learning Productivity

Examples of the difference between ‘training’ and ‘development’ Myatt provides include: 4. Determinism is the philosophical idea that every event, including every human decision and action, is the inevitable result of preceding actions and that, given certain conditions, there is only one outcome. Nothing else can happen. What’s wrong with that, then?” you may ask.

TRUST – if L&D is to have any impact, it's vital

Performance Learning Productivity

You’ll just find yourself being invited to provide advice and suggestions at early stages in the strategy-setting process. Trust is very important in our lives. As children we put our trust in our parents. As we grew we learned to make decisions regarding when we should trust and when we should be more circumspect. So, trust is probably at the forefront of our thinking most days.

Less is more: A different approach to L&D in a world awash with information

Performance Learning Productivity

Either way, the data they produce can provide significant value to others. Teach people to fish rather than providing them with fish. This post appeared on the site last month. I’ve re-posted it here for people who don’t choose to register on the TZ website. "In 2009, more data will be generated by individuals than in the entire history of mankind through 2008.

New research explores the common myths and realities around the 70:20:10 learning model

performance at the point of need: • 4x more likely to provide staff with. 23% agree that managers provide active support in application of learning in the. The Top Deck provide more evidence on how to actively support learning in the workflow: 90% expect managers to take responsibility for. Does it provide tips, tools and checklists at the moment of need? In-Focus.