ID Reflections

APRIL 22, 2010

This mindset plays a critical role in understanding the business goals of a training program. With training being developed in tandem with product development today, scope of work can only be planned for in phases. Think of a training program as a Lego set. But that was then; this is now! In byte sizes. Of one hour each.

Agile 105

Agile PKM Training Train 105

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

MAY 10, 2010

Note: For the purpose of this post, I have approached the ID function from the perspective of online training. I have attended a Captivate Training session where many attendees were SMEs from different orgs. Business analysis with a focus on how providing training/performance support can impact the bottom line.

Instructional Design 137

Instructional Design Instructional Instruction Design 137

ID Reflections

JUNE 13, 2009

This is post a tweet I had put up saying " I have learned more from Twitter in the past three months than I did through formal training sessions in the past three years. " "Huh!" My dilemma : Do we need to "train" people how to "learn"? Tags: corporate training collaborative learning informal learning adult learning.

Social Networks 100

Social Networks Twitter Beginner Social Network 100

ID Reflections

JUNE 5, 2009

Four to five times more learning happens in informal training within organizations when compared to formal training. Social networks are bringing people together; that's why learning takes place. Organizations and Informal Learning: 1.

Social Networks 100

Social Networks Informal Learning Informal Social Network 100

ID Reflections

MARCH 5, 2014

The predictable and routine work which had been the premise of training began to crumble. And training became a specter “Wandering between two worlds, one dead, The other powerless to be born.” In this space of uncertainty, L&D and training departments strove to remain relevant, keep up and match the speed of change.

Micro-Learning 248

Micro-Learning Course Wiki Wikipedia 248

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

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

JULY 30, 2014

Training” as a panacea for all ills – from lack of productivity to lack of motivation, attrition, and lost profits – is losing its power. So, a loop of training followed by application of the knowledge and processes learnt became the norm. Training looked backward on what had worked in the past. Training is an event.

Performance Support 167

Performance Support Performance Knowing Doing Gap Coaching 167

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

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

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

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. It focuses on training how to think and what to think about rather than what to think.

Cognitive 136

Cognitive Diversity Training Information Overload Behavior 136

ID Reflections

FEBRUARY 27, 2010

Once I put down the book, I tried to map Switch to teaching strategies or, to use the terms more relevant to today’s corporate setting, Performance-Focused Training. I have tried to map each of these 3 criteria to the designing of a performance-focused training program. Make training laser focused; trim the flab.

Change 124

Change Case Study Cognitive Performance Support 124

ID Reflections

JUNE 9, 2010

I am copying a discussion we have been having on LinkedIn as a part of the Training&Development group. 5) then design and develop these training interventions( training programs both CBT and ILT, coaching opportunities, awareness programs etc) These are the first things that any learning consultant should complete.

Consulting 141

Consulting Social Networks LinkedIn Discussion 141

ID Reflections

MAY 31, 2015

So far, the role of L&D has been to define programs and training based on past data - identified skills gaps, best practices and established processes, explicit knowledge residing in experts or documented processes. Individuals are selected or nominated to attend "requisite" training and get back to work and be efficient.

Roles 100

Roles Social Networks Community Diversity Training 100

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

SEPTEMBER 23, 2010

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? He goes straight to the point by emphasizing a need for performance-focused training instead of a knowledge focused one.

Organization 136

Organization Harassment Training Performance Support Mentoring 136

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. Upon completion, students are awarded a Georgia Tech diploma. This is where the principles of Heutagogy come in. “A

Diversity Training 219

Diversity Training Micro-Learning Blended Learning Forum 219

ID Reflections

SEPTEMBER 29, 2014

article in TIQuarterly) @TrainingIndustr #learning #training [link] … “The role and relative value of learning content is changing fast… A second driver for a new use of content is the jettisoning of the idea that training is primarily about knowledge transfer. Training is primarily about “enabling to do.”

Diversity Training 105

Diversity Training PKM Cognitive Twitter 105

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

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

OCTOBER 17, 2009

I have been reading the book Telling Ain’t Training by Harold D. Learnable” information is a term I use to describe that which is not about “telling and transmission, but about training and transformation” and performance. Watch this space for more snippets from Telling Ain't Training. Stolovitch and Erica J.

Expert 112

Expert Knowledge ISPI Performance Support 112

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

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? How much of it is likely to change during the development of the training program? (It Will this solve the business problem? How stable is the content?

Storyboard 144

Storyboard Course Develop Skype 144

ID Reflections

JULY 17, 2009

How would you convince a "penny-pinching but valuable prospect" (a phrase from Cathy Moore’s blog: [link] ) the need for a training program you are recommending? As you talk to the client, you realize the training is much needed and has a huge potential—both for you and the client i.e., business wise as well as true value addition.

Project 100

Project Learning Objects Analysis Cognitive 100

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.

Social Media 166

Social Media Media Wiki Blogging 166

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. I have recently been reading Building Expertise: Cognitive Methods for Training and Performance Improvement at a colleague’s recommendation. They are as much a part of me as all things learning.

Learner 177

Learner Diversity Training Expertise Cognitive 177

ID Reflections

AUGUST 14, 2009

However, all learning, and I am not talking of education or training here, i.e., the interpretation and internalization of what comes our way are inherently social where “social” signifies culture. Typically followed by evaluations and grades and certificates = proofs of apparent success (presumably of the training program) 6.

Informal Learning 110

Informal Learning Informal Blended Learning Social 110

ID Reflections

NOVEMBER 25, 2014

I have recently been reading Building Expertise: Cognitive Methods for Training and Performance Improvement. Building Expertise deals with learning and training as it needs to be. The next generations of workers were trained to follow the best practices and get the desired results. Often, years of it; 10,000 hours of it.

Diversity Training 123

Diversity Training Learner Cognitive Expertise 123

ID Reflections

JULY 4, 2010

Tags: corporate training user adoption learning consultant Consulting UAT.

Adoption 137

Adoption Adopt Course PPT 137

ID Reflections

JANUARY 1, 2011

Designing Training for Organization 2.0 To make it slightly easy for myself, I have divided the list into two parts—1) posts and articles and 2) books. Posts and Articles 1. Corporate Learning’s focus by Harold Jarche 2. Where Social Learning Thrives by Marcia Conner 3. by Gautam Ghosh 4. 21st Century L&D Skills by Charles Jennings 5.

Cognitive 185

Cognitive Enterprise 2.0 Blogging KM 185

ID Reflections

SEPTEMBER 20, 2009

Rapid change of content around which the training is being designed 2. Need for the training to be in place before the product/service/whatever is rolled out to all 3. Realization that a training is needed at all comes a little late in the day 4. A training-solutions designer is engaged and asked to deliver a training program.

Project 100

Project Analysis Agile Report 100

ID Reflections

MAY 18, 2010

Their training center is located in CT, USA. They have very very well-defined training programs with certifications in place. It is mandatory for all technicians to take the training/be certified before they are allowed to venture on to client sites. I got used to answering skeptical questions. (

Project 104

Project Change Storyboard ILT 104

ID Reflections

JULY 15, 2009

In today's scenario change management is going to be the biggest challenge and will call for innovative measures--in business processes and training deliveries. Tags: pull vs. push corporate training Performance Support adult learning. When is Performance Support needed?

Performance Support 100

Performance Support Support Performance Wiki 100

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

MARCH 12, 2010

Since my primary job is that of a learning solutions consultant and designer of training to corporate organizations, I tend to apply my learnings to today's training design scenario. A colleague pointed out the article from which I have pasted the excerpt below. The traditional world of project management belongs to yesterday.

Project 104

Project Change Consulting Tagging 104