Remove 2014 Remove Effectiveness Remove Methods Remove Performance Support

LSCon Day 3 recap: Free recourses, performance support, Quinn and Cathy Davidson

Challenge to Learn

Practical principles for developing an effective performance solution. Though their solution is limited to performance support (as in online help with applications) they had some interesting notices. Performance support requires a different mindset than learning. Learning is about behavior change, performance support is about offering the right info at the right time so people can do their job. Find more effective ways.

Trends in Learning: What’s Latest!

Origin Learning

The figures clearly show that formal training is quickly being replaced by innovative online methods of knowledge and skill building. Combining Open Source and commercially supported word, the “no vendor lock” LMSs are round the corner where, under a commercial license and support, the vendor opens the code for the client, which paves way for greater flexibility and continuity for the organizations using them.

Trends 164

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Re-thinking Learning and Performance from a Business Standpoint

ID Reflections

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? Why are employees still not performing as expected? It’s the business continuity and profit that are the yardsticks of successful performance.

Year in Review - 2014

The Performance Improvement Blog

Throughout 2014, I used this blog to illuminate important leadership and management issues. The topics ranged from the problems with performance reviews to managing temporary workers to innovation to developing a learning culture in organizations. Instead of trying to anticipate the training that will be needed in companies, we need workers who can continually learn and organizations that support continual learning and change. Some cultures support learning more than others.

12 Ways to Get the Most Out of Your Authoring Tool

the latest Performance Management Maturity Model. Google AI Blog (2014), ‘A picture is worth a thousand (coherent) words: building a natural description of images’ 4 Give Your Video. methods. Of course, specific assessment methods should only. 12 Ways to Get the Most.

Donald Kirkpatrick’s four levels of training: Lessons from a Legend

Origin Learning

Was there noticeable and measurable change in the activity and performance of the participants? Behaviour change evaluation is possible given good support and involvement from line managers or trainees, so it is advisable to gain their(trainees’) confidence from the start by identifying benefits for them. Is there an increase in the business performance indicators like volumes, values, percentages, etc.? When Donald L.

Creating interactivities in e-Learning: 10 ways to challenge and engage your Learner

G-Cube

Interactivities built within e-learning can effectively provide relief as well as challenge the learners to think and apply assimilated learning. Descriptive feedback supports this type of an interaction, where instead of a simple ‘correct’ or ‘incorrect’, the feedback includes how the response was correct or why it wasn’t. Keeping the option of muting or hiding the mentor can be the effective solution to let the learners choose if they want to learn along the mentor or not.

On the MOOC Horizon: Tin Can API

Your Training Edge

These digital learning environments and the technology-enabled learning tools that power them are making training more engaging, more relevant, and as a result, more effective. They allow organizations to track and mine training data on a large scale to improve training results, discover relationships between variables, customize training programs, and predict training effectiveness. Now we can determine the effectiveness of our training programs and measure ROI.”.

SCORM 203

Still Too Much Reliance on Instructor-Led, Event-Based Employee Training

The Performance Improvement Blog

According to the 2013 State of the Industry report from ASTD , instructor-led programs continue to be the primary method for training and developing employees. elearning), the predominant method is still sage-on-the-stage. EQMentor lists seven reasons for the failure of traditional, instructor-led training and why alternative methods, such as mentoring and coaching, are needed. While intending to be efficient and cost-effective, these programs fail to meet everyone’s needs.

Agile 197

Reflections on 15 years

Clark Quinn

As an end of year piece, I have permission to post that article here: 15 years ago, I had just taken a step away from academia and government-sponsored initiatives to a new position leading a team in what was effectively a startup. We have information age understandings that illustrate why industrial age methods are not appropriate. There is also a spreading awareness of how much our thinking is externalized in the world, and how much we use technology to support us being effective.

Agile 183

Why Your Organization Needs a Learning Culture

The Performance Improvement Blog

A learning culture is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. Today, information is coming at us so fast, technology is changing so rapidly, the world is changing so dramatically, that the old methods of learning and performance improvement do not work any longer…if they ever did.

Eight Leader Habits of a Learning Culture

The Performance Improvement Blog

Leaders say how they will support learning and how they will recognize and reward those employees who continually acquire new knowledge and new skills. . Managers and their direct reports frequently discuss what each needs to do to improve performance. Support social learning – In a learning culture, every aspect of the workplace supports continuous individual, team, and whole organization learning. Eight leader habits are essential to a learning culture.

Megatrends in MOOCs: #1 Adoption at Corporate Universities

Your Training Edge

This is changing with time, as many companies are currently facing a widening skills gap, and therefore are becoming more willing to experiment with methods that hold promise as ways to train employees more quickly and more effectively. Many traditional LMSs are also enhancing their systems to support MOOCs. Copyright 2014 Bryant Nielson. Related Posts: 13 Megatrends in MOOCs 2014: The Year of the Corporate MOOC?

How to MOOC: Meaningful Assessment Through Real-World Problem Solving

Your Training Edge

The result has been an overabundance of objective testing methods that assess information recall but little else. Without evaluating what employees are actually learning, how can they determine whether that training is effective? In this new context, assessment is less about compliance than about supporting student learning outcomes and ultimately student success and attainment—directly in the center as it should be.”.

Essential LMS features to support Instructor Led Courses

eFront

Utilizing an LMS can allow you to not only train employees remotely and offer online quickly and conveniently, but it can also be an ideal support tool for instructor led courses. However, finding the right LMS to support instructor led courses is essential, as it will enable you to effectively manage events and curriculum in order to achieve maximum results. Offers support for multiple sessions, as well as repetitive sessions.

Quinn-Thalheimer: Tools, ADDIE, and Limitations on Design

Clark Quinn

I’ll suggest it’s not massive consumption of heinous chemicals, but instead think that we might want to look to our tools and methods. I once made a list—all the leverage points that prompt us to do what we do in the workplace learning-and-performance field. We can add high-schoolers, Poughkeepsie State freshman, or the 2014 Red Sox and we’d create terrible results. Alternatively, we could add World-Series champions to the dugout and create something beautiful and effective.

ADDIE 164

Megatrends in MOOCs: #4 Microlearning Paths

Your Training Edge

This larger picture here is not just a shift in how learning is measured, but an entire re-visioning of what effective training looks like. But standard models are quickly being swept out the door by training methods that take place not outside of the normal work environment, but right smack in the middle of it. In addition, training departments don’t have to redevelop full courses every time something changes; they can just release a new video or new performance support tool.

Clive Shepherd – Crystal Balling with Learnnovators

Learnnovators

He works with a broad range of public and private sector organisations internationally, helping them to build capability in the application of new media to learning, and to transform workplace learning through the effective integration of formal, informal, on-demand and experiential learning. Learnnovators: What are the latest trends in organizational learning & development, and performance support? What are the rules and best practices for curating content effectively?

CD-ROM 100

CLIVE SHEPHERD – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

He works with a broad range of public and private sector organisations internationally, helping them to build capability in the application of new media to learning, and to transform workplace learning through the effective integration of formal, informal, on-demand and experiential learning. Learnnovators: What are the latest trends in organizational learning & development, and performance support? What are the rules and best practices for curating content effectively?

CD-ROM 100

Training Reboot: Assessing Your Company’s MOOC Readiness

Your Training Edge

MOOCs can teach these skills just as effectively and at a significantly reduced cost. MOOCs particularly excel at providing performance support and just-in-time training for learners on the go. For a MOOC to work, your employees need to be willing and able to learn on their own, which requires both motivation and effective time management. Do you have a way to access or produce effective online learning content? Copyright 2014 Bryant Nielson.

THE 70:20:10 MODEL – TODAY, TOMORROW & BEYOND

Learnnovators

ABOUT CHARLES JENNINGS (Managing Director, Duntroon Associates): Charles Jennings is a leading thinker, practitioner and consultant in the areas of performance improvement, change management, and learning. From 2002 until the end of 2008, Charles was the Chief Learning Officer for Reuters and Thomson Reuters where he had responsibility for developing the global learning and performance strategy and leading the learning organisation for the firm’s 55,000 workforce.

The how to guide on the principles of the #elearningmanifesto: 1 Do Not Assume that Learning is the Solution

Challenge to Learn

Learning is not the goal, performance improvement is. Maybe performance support is, maybe coaching is, maybe a knowledge management system is, maybe social sharing is, maybe an apprenticeship program is, maybe … is learning not the answer. In the ideal world Learning is integrated in the business, working side by side with other colleagues to solve business problems and improve performance. The goal is to have better performance of people and the company.

Guide 165

Megatrends in MOOCs: #9 Flipping the MOOC

Your Training Edge

In essence, this method of flipping the classroom is just a way of reorganizing training to maximize face time and time spent on applied learning. Learners are demanding more engaging, active, and relevant learning experiences, and effective L&D departments need to adapt to these new demands. Copyright 2014 Bryant Nielson.

How to Use Experiential Course Flow to Enhance eLearning

eLearning Brothers

Structuring your course around connecting to (Existing), creating (New), and planning for experience (Future) increases learning engagement and amplifies the effectiveness of their learning. Your first goal in the course you create should help the learner buy into what they can gain through the investment of their attention, retention, application, and eventual performance of a new behavior. We must change our methods. Sound Effects.

The Evolving Role of E-Learning in Corporate Training

Learnnovators

“ When training is done well, doors open, skills develop, and performance excellence yields personal and organizational rewards. THE JOURNEY: After publishing our post ‘ E-Learning Forecasts & Trends for 2014 ’ a couple of months ago, we received a thought-provoking question from one of our readers, “How is e-learning faring in corporate trainings around the world with respect to ‘effectiveness’?” THE QUOTE: “ The future of e-Learning is wide open!

Roles 156

Megatrends in MOOCs: #12 Training for Millennials

Your Training Edge

The firm has identified video-based learning, gamification, and mobile support as the three best strategies for engaging Millennials. Notice that video-based learning is the primary method of content delivery used in many MOOCs and that gamification and mobile support are two major MOOC trends we’ve discussed previously in this series. Well-designed MOOCs are able to meet all four of these requirements in an engaging, effective learning environment.

Learning and Performance: Get Angry, Make Changes

Innovative Learning Group

Three Ways to Streamline Employee Performance Improvement. “I’m But there’s learning to know and there’s learning to perform. Don’t get me wrong: these technologies, models, and methods have enabled (or promise to enable) some great things, but they tend to distract us from the essential purpose of what we create or deliver with them. People learn most effectively when they’re transforming new information into performance of an actual task.

Learning and Performance: Get Angry, Make Changes

Innovative Learning Group

But there’s learning to know and there’s learning to perform. Don’t get me wrong: these technologies, models, and methods have enabled (or promise to enable) some great things, but they tend to distract us from the essential purpose of what we create or deliver with them. People learn most effectively when they’re transforming new information into performance of an actual task. In the meantime, keep thinking “ performance first ”!

Spaced Retrieval, Retrieval Practice, and Knowledge Guru: What Research Tells Us

Knowledge Guru

Knowledge Guru’s game engine is designed to tap into two powerful and empirically supported instructional strategies—Retrieval Practice and Spaced Retrieval. Retrieval Practice alone can provide improved recall performance by as much as 10-20%. [2] 2] When combined with Spaced Retrieval the effect is multiplied. Ideally, the time between the learning events is greater than 24 hours, but shorter times have also been found to be effective.

Skills gap or not; why can’t we agree? (Part two)

Gyrus

We noted research that indicates that up to 80% of learning is ‘scrap’ or wasted, and how the ineffectiveness of traditional training methods leads executives to look for workers with existing skill sets rather than train a capable prospective employee whose skills have not kept up with the market. Effectiveness of video in training. This is the second of two posts discussing the roots of the issue and a new strategy to address this stubborn problem.

Skills 118

8 Essential Process Capabilities for High-Performance Training

Cloudshare

It’s packed with 51 best practices to achieve new levels of performance in customer software training. Though they haven’t changed the list of process capabilities from the book they published in 2014, they revisit each in a research report that followed in 2018.

A Conversation with Duncan Lennox

Kapp Notes

Lennox: Qstream is a scientifically proven method for developing long-term retention and behavior change in professional sales teams. Price Kerfoot, and a pioneer at blending aspects of mobile, gamification, big data and neuroscience to boost on-the-job performance. Lennox: Spaced education was initially developed and rigorously studied by Dr. Kerfoot as a method to improve the long-term knowledge retention of medical trainees.

Key Factors in MOOC Success, Part 2

Your Training Edge

The first article took a global approach, focusing on technology, support, and other aspects of the digital learning environment. MOOCs should not just be regular courses videotaped and put online—this method is not only inefficient in terms of learning, but also it doesn’t put the technology to its best possible use. Copyright 2014 Bryant Nielson. As we saw in the previous post, real data on MOOCs is just starting to become available.

I Believe in the Inverse Relationship Between Experience and the Value of Formal Learning

Tom Spiglanin

As a Learning and Development (L&D) professional and strategist, I think about choices for addressing performance needs in the workplace. At others, it’s performance support, coaching and mentoring, or possibly connecting one employee with others. Conversely, informal methods have very high value for the expert but relatively low value for those new to a given field. Traditional formal methods simply do not.

The 70:20:10 Model – Today, Tomorrow & Beyond

Learnnovators

ABOUT CHARLES JENNINGS (Managing Director, Duntroon Associates): Charles Jennings is a leading thinker, practitioner and consultant in the areas of performance improvement, change management, and learning. From 2002 until the end of 2008, Charles was the Chief Learning Officer for Reuters and Thomson Reuters where he had responsibility for developing the global learning and performance strategy and leading the learning organisation for the firm’s 55,000 workforce.

Effective Goal-Setting in eLearning: Which Type of Goals to Use

SHIFT eLearning

Performance Goals. What Are Performance Goals? Performance relates to anything that can be measured or observed during training; therefore, performance goals tend to be based around standards and function to demonstrate a person’s ability or skill to others. VandeWalle defines performance goal orientation as the "desire to prove one''s competence and to gain favorable judgments about it".

#Training2014 Resources, Slides & Other Related Information Session M16

Kapp Notes

Employing the approach of providing spaced quizzes for learners over time taps into two powerful and empirically supported instructional strategies—Retrieval Practice and Spaced Retrieval. Retrieval Practice alone can provide improved recall performance by as much as 10-20%.[2] 2] When combined with Spaced Retrieval the effect is multiplied. Ideally, the time between the learning events is greater than 24 hours, but shorter times have also been found to be effective.

Slides 150