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JULIE DIRKSEN – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

Her focus has been on utilizing the disciplines of educational psychology, instructional design, and behavioral science to promote and support the improvement of peoples’ lives through sustainable long-term learning and behavioral change.

KEITH KEATING – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

Keith has experience in a myriad of areas ranging from Performance Improvement, Instructional Design, Leadership Coaching, Operations Management, and Process Transformation. You are considered to be one of the leading authorities on design thinking for enhancing workplace performance.

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How to Set Standards of Behavior in the Workplace

Unboxed

How to Set Standards of Behavior in the Workplace. Did you know that job stress costs businesses in the U.S. But we all know that people don’t change overnight. . 5 Signs Your Employees Need Office Behavior Training. Corrects Problematic Office Behaviors.

Skill Gap Analysis for Employees – The What, How and Why

Continu

Or do you need to hire more or different team members? Or do you need to add additional team member training before this new project is initiated? These are just some of the many scenarios where a skill gap analysis for employees makes sense. Other examples may include changing job roles, requiring an employee to take on new responsibilities or shifts in required skills due to new company technologies. So what exactly is skill gap analysis ?

Developing a Results Driven Curriculum

PA G E 7 2 Know your. PA G E 1 0 3 Define the performance goals and. design project you know that it can feel like there. So where do most curriculum programs fall short? experiences that support and enable change in service. How do they connect to the business.

Front-End Analysis: Improving Performance

Dashe & Thomson

As I am straddling the line between performance improvement and instructional design, I have been mulling over the use of Front-End Analysis and thinking about whether it would apply to the performance problems that we so often see associated with implementing ERP systems. Front-end analysis is actually part of the Human Performance Technology (HPT) model, which is a systematic approach to improving productivity and competence. The Human Performance Technology Model.

Learning & Development: How To Do It Right (2020 Update)

Docebo

By reflecting on Learning and Development (L&D) as a whole and the strategies we know don’t work, we can rewrite our approach to talent management. Playbook: Just Do It (Right). Your highest performers are ambitious and restless. Playbook: Just Do It (Right).

The individual or the organization: Identifying the root of employee underperformance

CLO Magazine

For most professionals, performance management evokes thoughts of feedback, weekly check-in’s, annual reviews and key performance indicators that measure productivity, efficiency and ability. Performance management is more than feedback and coaching.

Learning Vs. Performance -- The Dichotomy

ID Reflections

The focus has moved from “learning” to “performance”. The premise that one could be trained first and then put on-the-job was based on the ability to transfer explicit knowledge and tried and tested processes. Training wasn’t necessarily leading to the desired performance outcome anymore. It’s rapidly becoming evident that training will increasingly have a tiny role to play in workplace learning and performance. That is, it has a direct impact on performance.

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? What should L&D do about it? Performance looks for the gaps in business.

Tips for Closing Skill Gaps at Your Workplace

Convergence Training

Companies have been dealing with a skill gap for many years–this is well known. And the COVID-19 pandemic only increased that skill gap. So that skill gap problem we’ve been talking about for a long time became even more pressing.

To Train or Not to Train: Analyzing Performance Problems

Avilar

When an employee does something wrong in their job, a common reaction is to provide training as the solution. However, believing that training can solve all behavior and performance problems can set an organization on the wrong path. It may even result in a loss of support for your training program. So how do we know when training isn’t always the answer when an individual, team, or a whole organization is experiencing performance problems?

Closing the Skills Gap with AI, VR, D&I, and Jazz

NovoEd

Closing the skills gap is an urgent issue. But why the urgency and what can we do about it? jobs are unfilled as of last June and the skills gap widened over the past year. jobs are unfilled as of last June and the skills gap widened over the past year—key trends many L&D leaders actually expected to impact the future workplace and workforce. Today, IBM leaders now point to behavioral skills as the most critical for the workforce.

Increase Course Performance with These 7 Tips for Bite-Sized eLearning

Docebo

Fortunately, they have technology on their side, and they know how to use it. In fact, it’s best to stick to just one subject and focus on the bare necessities, such as the key takeaways that learners need to know to carry out a task. If needed, they can simply access the eLearning activity again in order to fill in the gaps. Survey your learners to identify their performance gaps. Have A Support System In Place.

Do You Know How to Create an Actionable Learning Strategy?

CLO Magazine

Part of the learning leader’s job is to develop organizational learning strategies. For another, when they do review and/or develop learning strategies, those strategies don’t always mesh well with business priorities. Further, CLOs need to know how learning drives business-centric concerns like revenue and market penetration. Engaged, accountable employees: Employees should demonstrate something called organizational citizenship behavior.

Cammy Beans Learning Visions: Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do!

Learning Visions

Tuesday, September 22, 2009 Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do! Live session with Brent Schlenker: Marketers and Game Developers Know More About Learning Than We Do! How do we use new and emerging technologies in the learning space? Point of today’s conversation: talking training, design and development if a marketing person were doing it. What are they doing that’s different?

Close the Coaching Gap

CLO Magazine

Link individual effectiveness to organizational performance. Add to this the quest for job satisfaction and life balance, and you have the dynamic tension that creates the vital need for executive coaching. Executive coaching is a professional process that links individual effectiveness to organizational performance. Executive coaching has the potential to close that gap. Just like anything else, there are effective and ineffective executive coaches.

7 Ways it Pays to Invest in Diversity Training

KnowledgeCity

They can do it anytime they need a refresher on important concepts and ideas in your diversity training. A company culture must not only value diversity and inclusion, it must show employees how to change behaviors and build new ways of thinking. Engaged employees are 87 percent less likely to leave their jobs. Engaged workers also see the value diversity brings to their company and their jobs. Increased performance and productivity.

Everything You Need to Know About Women Empowerment at Work

ProProfs

“Empowering women isn’t just the right thing to do—it’s the smart thing to do,” Barack Obama said once on International Women’s Day. Working women in organizations put as much effort at work as men do, but often fail to get the due appreciation. According to Forbes , although 52% of professional jobs are held by women, they’re substantially underrepresented in leadership roles. Fill up the Wage Gap.

Will a Chatbot Be Your Next Learning Coach? – How AI can support talent development in your organization

Learningtogo

A recent survey of Millennials revealed that 40% of them interact with a chatbot , a program that simulates a human conversation, on a daily basis while another survey indicates that many people prefer to use chatbots over humans for certain types of customer support transactions. Artificial intelligence, or “AI,” is a branch of computer science that aims to create “intelligent machines,” capable of performing problem solving, pattern recognition and learning without explicit programming.

Do you have the right data to make adaptive learning work?

Axonify

But first, you have to understand everything there is to know about an individual to inform what kind of training they actually need. And, as we know, providing the right support will result in the right actions to drive your business forward. What job do they have? Who do they work for? An employee’s past experiences also play an important role in shaping their performance. Here’s where we look at employee knowledge growth and gaps.

What is Competency Management and Why Do You Need It?

Avilar

After years of seeing business transformation sparked by improved, intentional management of employees’ skills and talent, we can be (too) quick to jump right into conversations about how to do competency management and what to do next. How do you get the most from your competency initiative? It aligns employees’ skills and behaviors with the company’s goals. Even when things turn out great, they don’t know why.

How Micro-Learning Boosts “At the Moment Performance” - Tip #114

Vignettes Learning

At work, how many times in a day does someone ask you “How do you do this”? You answer it in the shortest possible way and go back to what you’re doing. Now, how many times in an average day do you check something online? Essentially, we are performing something at every moment. For the sake of our discussion here, let's define "at the moment performance" as acting instantaneously in response to a situation that needs to be fixed or changed.

How Businesses Can Evaluate Online Training ROI & Performance

ProProfs

You feel relaxed after launching the big online training initiative and suddenly these questions start to haunt you: “How do I know if my learners understood the material or not? Is the survey which I had shared with the attendees to get feedback was really enough or do I need something more?”. Going further, as new technology is changing the way people perform their tasks, it is more important than before to update the older workforce about the latest advancements.

Learning at Large Ep4: Decentralizing L&D to support a successful learning culture

Elucidat

We talked about how to demonstrate business value early on to control groups, identifying the right business problems to solve, knowing when to push back the role of a learning team, and how to decentralize learning and development to support a more scalable learning culture. Lars supports over 16 million learners and 1,700 organizations through technology solutions. And, you know, an organization is now a much more fluid term than it used to be.

From Learning to Performance: 3 Key Phases Essential for Learning Success

Axonify

Bob shared the following diagram at the conference that does a great job of explaining the learning continuum. Rather than focusing only on event-based learning solutions, Gottfredson and Mosher argue that it is equally important to put a continuous learning infrastructure in place to support learners in their journey to succeed on-the-job. For successful transfer of knowledge, we know that several techniques help to improve on-the-job competency.

Before You Convert ILT to eLearning Do These 6 Things

Cinecraft

Does the objective support and bring the learners’ behavior closer to the business goal? Are there gaps in performance that have been identified? What do people struggle with in class? Which parts do the learners like best? You do not have to lose this valuable activity when transitioning to online. Keep what a learner must know and remove what is good to know. The rest of the content can be put into a reference tool like a job aid.

Employee Engagement through Learning: The Currency to Retention and Performance

Disprz

But what Pavlov discovered had far-reaching consequences — it paved the way for a completely new theory about human behavior. In the study of human behavior, Pavlov’s findings have now become widely popular as the law of classical conditioning, where you can artificially induce a ‘conditioned’ response with a neutral stimulus. Using such behavioral techniques to reinforce learning (or ‘engage’ the learner so that they enjoy the learning process) is of immense value.

Are you missing this critical step when trying to build workplace knowledge?

Axonify

Robust employee knowledge is a critical component of optimal performance. After all, if employees don’t know , they can’t do. Here’s why… In reality, your organization’s information—the sum of all of the product details, processes, policies, and procedures that dictate how you do business—is the real foundation on which all other knowledge is based. It’s time we provided this same autonomy to employees as the foundation of our learning and performance strategy.

Cammy Beans Learning Visions: Do Instructional Design Degrees Get "Wasted"?

Learning Visions

Friday, January 30, 2009 Do Instructional Design Degrees Get "Wasted"? Ive seen jobs that require a MA/MEd/MS in ID even though those individuals in those jobs dont design instruction. Is the degreed-ID the department manager and not doing any actual design work? You need to know how to work with other groups and meet their needs." And lord knows that the battalions of MBAs in the financial industry havent heaped up laurels lately.)

Collaborative Learning Anthropologist and Specialist (CLA): Enterprise 2.0, Web 2.0 and Learning Career or Job Opportunities

Vignettes Learning

Future jobs, now, today! Please let me know if you see these types of jobs or if you do these jobs. I pondered on what jobs, specializations, and careers we may eventually discover or are even starting to evolve in organizations. Although the jobs are not fully articulated in job descriptions, eventually, they will be -I predict. CLAs are provocateurs, innovators, and observers of the rapid impacts of learning behaviors and technology.

Skills aren’t soft or hard — they’re durable or perishable

CLO Magazine

But career trajectories have become more fluid, with more frequent shifts from one job or career to the next. Are skills transferable across roles, job families or industries? Do they enable horizontal or vertical movement of talent within the organization? Or are we creating dead-end jobs that will result in disengagement and frustration? Organizations like Emsi and Burning Glass have done a great job of mapping skills adjacencies or “clusters.”

Employee Engagement through Learning: The Currency to Retention and Performance

Disprz

But what Pavlov discovered had far-reaching consequences — it paved the way for a completely new theory about human behavior. In the study of human behavior, Pavlov’s findings have now become widely popular as the law of classical conditioning, where you can artificially induce a ‘conditioned’ response with a neutral stimulus. Using such behavioral techniques to reinforce learning (or ‘engage’ the learner so that they enjoy the learning process) is of immense value.

Stop! Before You Convert ILT to eLearning Do These 6 Things

Cinecraft

Does the objective support and bring the learners’ behavior closer to the business goal? Are there gaps in performance that have been identified? What do people struggle with in class? Which parts do the learners like best? You do not have to lose this valuable activity when transitioning to online. Keep what a learner must know and remove what is good to know. The rest of the content can be put into a reference tool like a job aid.

Are you missing this critical step when trying to build workplace knowledge?

Axonify

Robust employee knowledge is a critical component of optimal performance. After all, if employees don’t know , they can’t do. Here’s why… In reality, your organization’s information—the sum of all of the product details, processes, policies, and procedures that dictate how you do business—is the real foundation on which all other knowledge is based. It’s time we provided this same autonomy to employees as the foundation of our learning and performance strategy.

Are you missing this critical step when trying to build workplace knowledge?

Axonify

Robust employee knowledge is a critical component of optimal performance. After all, if employees don’t know , they can’t do. Here’s why… In reality, your organization’s information—the sum of all of the product details, processes, policies, and procedures that dictate how you do business—is the real foundation on which all other knowledge is based. It’s time we provided this same autonomy to employees as the foundation of our learning and performance strategy.

Employee training myths you could be “April fooling” yourself about

Axonify

Employees aren’t learning more; they’re not retaining enough knowledge; and they’re not able to apply their learning effectively to the job. Debunked: Traditionally, L&D has looked at the subjects employees should know and then has created training content around those subjects. Leaders should then identify the employee job behaviors—that when done consistently—will allow employees to achieve their objectives. Truth? Or Myth?

5 Advantages of a Competency-Based Approach to Solving Workforce Issues

Avilar

Those who are evaluating talent management tools and systems for their organizations will often ask: Do we (really) need a competency management system? It’s essentially a roll-up of many smaller areas related to recruitment, employee development, employee performance, and compensation.

Issue 55

Employee training myths you could be “April fooling” yourself about

Axonify

Employees aren’t learning more; they’re not retaining enough knowledge; and they’re not able to apply their learning effectively to the job. Debunked: Traditionally, L&D has looked at the subjects employees should know and then has created training content around those subjects. Leaders should then identify the employee job behaviors—that when done consistently—will allow employees to achieve their objectives. Truth? Or Myth?

A Macro View of Microlearning: eLearning Replacement or Enhancement?

JCA Solutions

Do you have enough hours in the week for all the learning you need? As a result, we have a training gap in our busy work week. And because of that, microlearning offers a promise for many to help fill that gap. What Microlearning Doesn’t Do. Short bursts of information are great for what you need to know right now. When you need to understand more than just how to add a salutation of an email, a short session won’t do.