Performance Learning Productivity

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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.

PKM 114

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

Social 146

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?

Course 100

Development Mindsets and 70:20:10

Performance Learning Productivity

If HR and learning & performance professionals are working with something that’s both a basic human driver, and whose impact on achieving it provides a kick like a horse, then maybe this is something we should be actively exploiting in our organisations. Without ‘growth mindset’ people, organisations end up providing products and services to a world that is in the past. Every day.

Skill based learning – How it drives an organization’s performance

This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives.

70-20-10: Origin, Research, Purpose

Performance Learning Productivity

A last group discounts it claiming 70-20-10 has no research to back it up and that it provides little value because the numbers are not accurate. This is a re-post of an article by Cal Wick of Fort Hill. The original is on the 70-20 Blog site. There are a few observations from me at the bottom. Calhoun Wick Cal is deeply experienced and knowledgeable in the area of workplace learning.

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/

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

Understanding Skill Based Learning for Business

This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture One significant way that training and learning organizations can play an active role in contributing to the bottom line of any organization is by aligning their objectives to the immediate business objectives.

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

Start with the 70. Plan for the 100.

Performance Learning Productivity

inches) It provides the first comprehensive and practical guidance for supporting the 70:20:10 model. The other 92 provide solutions. In other words, 10 solutions are likely to have less business impact and provide less value than the 70 and 20 solutions in the long run. cm (12 X 9.25 Just eight of these sections are devoted to the problems. Task lists, models, guidelines.

IBM 74

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. When it mattered most?”

Help 105

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?

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.

Heading towards high performance

Performance Learning Productivity

Prior to the emergence of the internet, you could provide very rich development experiences in classrooms, workshops, business schools and so on, but this simply didn’t scale. We are able to provide rich learning opportunities to lots of people located anywhere.” “I’m This article was initially published on the Totara website on 4th January 2017. In today’s world we can have both.

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?

Ratio 76

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

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.

4 Ways to Close the Learning-Doing Gap for Front-Line Managers [GUIDE]

Live face to face: You may use a F2F training provider. Typically, the training provider will run anything from an afternoon session to a several day workshop, focusing on topics like coaching or managing performance. provide strong content and then sit back and hope. We need to provide the structure. really to provide the system and. FOUR WAYS TO CLOSE THE.

2016 Top Tools for Learning

Performance Learning Productivity

Not in the league with the billions of Zuckerberg, Bezos, Koum and their ilk, but Wikipedia provides an equally if not more useful service than many of the tools those have built. The Centre for Learning & Performance Technologies’ 10th Anniversary ‘Top Tools for Learning’ Survey closes midday UK time on Friday 23 September 2016. Twitter works as a window to my professional world.

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.

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.

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.

Learning Insights Guide 2017: Progress with Purpose

this report provides you with a little. but has provided skills or knowledge that have actually. provide timely value for the business. to provide, and where, when and how can it be accessed? how to use the tools that’ll provide them. value for learning is by providing ease. If you’re providing point-of- need resources, it makes sense that your.

The Power of Reflection in an Ever-Changing World

Performance Learning Productivity

Some forward-thinking organisations now encourage this type of reflection and narration of work by providing the facility for personal blogs on the intranet or by implementing storytelling. Initially started as a weekly email for new hires, the program is now firm-wide and provides a key repository of reflective stories and experiences. Of course there are exceptions.

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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. I wrote the one-page ‘primer’ below to serve that immediate purpose. Please feel free to use it for any no-commercial purposes.

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

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. Some would argue that by passing a test or gaining certification the candidate has provided proof that they will behave in a compliant way. LMS technology has provided a big step forward here. I like Kate a lot.

Will the App Become the New Classroom?

Performance Learning Productivity

In our world of information abundance, Google is the largest educational provider on the planet. One large Australian bank already provides its people with a full HR suite of apps for their mobile phones. Others provide rapid access to performance support. A minority of people could read. Knowledge was held by the few and education was deeply entwined in the oral tradition.

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. I think there are. I think not.

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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.

Sun 15

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!

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. I’ve posted that article here, with some changes and updates. So, what’s changed?

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 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).