BOB MOSHER – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

He is the co-author of two books: Training for Results and Innovative Performance Support: Strategies and Practices for Learning in the Workflow. You are considered to be one of the leading authorities on performance support.

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.

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How to Improve Learning Outcomes With Performance Support

Dashe & Thomson

Given that the goal of instructional designers and training developers is to improve employee performance, it’s surprising that many continue to create blended learning programs with little or no reliance on performance support tools or systems. Fortunately, performance support systems have received more attention in recent years, thanks to a broader trend toward informal learning strategies. Build performance support into every blended learning effort.

Are You a Performance Consultant?

Integrated Learnings

We have been placed into a box that can be a real challenge to get out of, especially when it comes to moving into more of a performance consulting type of role. So…what is Performance Consulting, anyway? Here is an illustration to help clarify the concept of performance consulting. Training clients can tend to do the same thing – they jump to the solution (“training”) without investigating the various other factors that might be impacting the expected performance.

Developing a Results Driven Curriculum

PA G E 1 0 3 Define the performance goals and. experiences that support and enable change in service. Define the performance goals and barriers. performance goals and any barriers that need to be. support staff from around the world. needed to support that process.

Leading High Performance Teams

Your Training Edge

But creating and leading a high performance team may increase retention, efficiency, and even profit. In an age when buzz words sometimes get more notice, let’s look at high performance teams and determine how to make that team a reality instead of simply a popular term. First, leaders must define what high performance really is. For example, simply providing customer service is not a high performance attribute.

Leading High Performance Teams

Your Training Edge

But creating and leading a high performance team may increase retention, efficiency, and even profit. In an age when buzz words sometimes get more notice, let’s look at high performance teams and determine how to make that team a reality instead of simply a popular term. First, leaders must define what high performance really is. For example, simply providing customer service is not a high performance attribute.

10 Mobile Learning Trends to Adopt in 2020 – To Drive Employee Performance and Behavioral Change

EI Design

They want L&D teams to focus on not only the Formal or structured training but also on the supporting training that includes avenues for just-in-time training, learning aids they can draw upon as and when needed. Experiential – on the job learning. Support Social Learning.

Leading High Performance Teams

Your Training Edge

But creating and leading a high performance team may increase retention, efficiency, and even profit. In an age when buzz words sometimes get more notice, let’s look at high performance teams and determine how to make that team a reality instead of simply a popular term. First, leaders must define what high performance really is. For example, simply providing customer service is not a high performance attribute.

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. 5 Signs Your Employees Need Office Behavior Training. One of the most common unethical workplace behaviors is gossip. Corrects Problematic Office Behaviors.

Agile Microlearning Explained

further by continuously modifying the training plan to adapt to the performance of the learner. ADAPTIVE TRAINING In the 1960s, when behavior scientists and educators first started. OttoLearn performs continuous assessment through. on their job requirements.

Supporting Behavior Change at Work: An Interview with Julie Dirksen

Convergence Training

In that discussion, there were some times we talked about desired behavior changes and how some times, learning along won’t contribute to that behavior change. Convergence Training and our partners at RedVector are workforce learning and performance improvement experts.

Performance Support Tools From Quick Reference Guides To Mobile Apps

Dashe & Thomson

of the business time—the equivalent of one day per working week—is wasted by employees searching for information to do their job effectively. But, what is Performance Support? "A A tool or resource, ranging from print to technology-supported, which provides just the right amount of task guidance, support, and productivity benefits to the user, precisely at the moment of need." – Marc Rosenberg. 10 Types Of Performance Support Tools.

Tips for Managing Performance Improvement

Infopro Learning

I have been pondering on the topic-Performance Improvement. For those reasons, it greatly motivates me to witness this transition from a conventional training mindset to that of a performance improvement mindset. More often than not, organizations seeking to solve a performance issue resort to Training as a solution without analyzing the nature of the problem. Here’s where Performance Improvement, also referred to as Human Performance Improvement (HPI) , comes into play.

Leading High Performance Teams

Your Training Edge

But creating and leading a high performance team may increase retention, efficiency, and even profit. In an age when buzz words sometimes get more notice, let’s look at high performance (HP) teams and determine how to make that a reality instead of simply a popular term. But the true definition of high performance leadership (HPL) is going to center on the organization, its needs, and the way it will become a leader in its field.

Millennials or Millennial Behavior?

Learning Wire

Evolving Millennial behavior. But for Millennials, their behavior at work interests us more than their age. So it seems better to talk about the behavior of Millennials , rather than the Millennials themselves. New behaviors are cropping up in company offices. It’s critical to identify and recognize them so we can understand what these behaviors mean and make them work to a company’s advantage. Typical Millennial behavior.

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.

What Consultants Need to Know About Behavior Change

Pract.us

Innovative consultants can use an understanding of behavior change to lead the way to success. Myths of behavior change. But cognitive and behavioral science has proven otherwise. Maxfield suggests using questions and reflection to help people arrive at their own conclusions about how and why they might want to adopt a new behavior. That’s why simply demanding new behavior almost never works in the long term. Provide support.

Performance Management is Broken

The Performance Improvement Blog

What is intended to pass for performance management in too many organizations today is the annual compulsory performance review. To label this a “performance management system” is to give the process much more credit than it deserves. A perfunctory meeting between a manager and employee once a year to review a standard rating sheet that lists competencies and goals that are probably no longer relevant is not a performance management system.

Human Performance Improvement (HPI) Basics: Gilbert’s Behavioral Engineering Model (BEM)

Convergence Training

HPI is both a systematic method and a systemic method for workplace performance improvement. There are numerous systematic HPI models for doing this, and in this article, we’re going to discuss one of those–Thomas Gilbert’s Behavior Engineering Model, also known as BEM.

Designing for Behavior Change: A Conversation with Julie Dirksen

bozarthzone

s research on how to understand and support behavior change to improve job performance. Dirksen shares common problems that arise when designing learning experiences for changing behaviors and explores how you can use the Susan Michie et al.’s

Is Staff Training the Answer to Poor Performance?

Pract.us

Find out what’s causing poor performance before you can turn it around. If employee performance has begun to sag, you might naturally turn to staff training. Here are few other issues that could be causing performance problems: Micromanagement. Absentee management. Unclear priorities. Poor resources. Micromanagement stifles employee performance. If you think micromanagers could be a the bottom of your performance problem, get them some coaching.

What Consultants Need to Know About Behavior Change

Pract.us

Innovative consultants can use an understanding of behavior change to lead the way to success. Myths of behavior change. But cognitive and behavioral science has proven otherwise. Maxfield suggests using questions and reflection to help people arrive at their own conclusions about how and why they might want to adopt a new behavior. That’s why simply demanding new behavior almost never works in the long term. Provide 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. Go into performance support.

3 biggest flaws with the LMS and why it doesn’t make your employees better on-the-job performers

Axonify

But the reality is that corporate learning management systems remain slow, hard to use, and fall short when it comes to improving employee capability and on-the-job behaviours that impact business objectives. This fundamental misalignment results in some big flaws when it comes to using an LMS to improve employee knowledge and on-the-job capability in a corporate setting: . Concepts need to be reinforced continuously for long-term retention and on-the-job behavior change.

Bob Mosher on Informal Learning and Performance Support

Learning Visions

Training typically ends at the event – how does that help the learner when they get to the point of performance? 3 domains: formal, informal, performance support. If you think through the full spectrum, then training becomes less important… Performance support tools given out after a training event: Leadership Competency Model Wheel – competencies are around the outer edge of the tool (e.g., performance improvement comes in the before and after.

Future Blends and Future Behaviors Workshop

Leo Learning

We recently held a ‘Future Blends and Future Behaviors’ workshop at the prestigious Royal Institution in London. Learning leaders from a range of industries shared their own stories as we explored—and collectively created—a digital learning framework that delivers effective learning experiences and drives behavioral change. The end-goal was to see how cultures and behaviors in organizations could be moved to drive performance. Exploring Future Learner Behavior.

Performance improvement plan template: A step-by-step guide

TalentLMS

When you hear the words “ performance improvement plan ,” what comes to mind? But in truth, this powerful HR tool is a way of providing useful feedback and coaching, improving performance, and investing in your employees. Why use a performance improvement plan?

Performance Reviews Are Bad for Learning

The Performance Improvement Blog

A survey of SHRM members conducted in August indicates that although most organizations say that a performance management system is important to them, few think that their companies are doing a good job managing performance. Given that having annual and semi-annual formal performance reviews is a key aspect of performance management in nearly all of these organizations, it’s no wonder that HR leaders don’t rate their organizations highly in this regard.

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.

How to Set a Foundation That Supports Employee Learning and Performance Improvement

EI Design

The investment on employees’ professional development (learning and performance improvement) helps organizations retain talent and get more committed employees. In fact, more than 40% of employees maintain that they are likely to stay longer with an organization if they see a steady investment on learning that leads to performance improvement. Work with a Bigger Picture – Use the Learning and Performance Ecosystem Based Approach. Apply the acquired knowledge on the job.

Corporate Learning & Development: Whose Job Is It?

Mindflash

But whose job is it, exactly, to create a culture of learning within the organization? The Learning & Development (L&D), or Training, group consists of people have been hired specifically to support organizational learning. are often directly measured on their ability to implement learning initiatives that support strategic objectives and deliver a high ROI. So, Really, Whose Job Is It?

Job 75

3 biggest flaws with the LMS and why it doesn’t make your employees better on-the-job performers

Axonify

But the reality is that corporate learning management systems remain slow, hard to use, and fall short when it comes to improving employee capability and on-the-job behaviours that impact business objectives. This fundamental misalignment results in some big flaws when it comes to using an LMS to improve employee knowledge and on-the-job capability in a corporate setting: . Concepts need to be reinforced continuously for long-term retention and on-the-job behavior change.

Are Job Interviews Dead?

CLO Magazine

Historically, job interviews have been the go-to way for companies to decide whether or not to hire certain people. But this doesn’t mean job interviews are the best way to find the right talent. To better determine the best fit for the job, companies have a wealth of other tools available to test out skills, knowledge and alignment to the brand. Talent Economy: Why aren’t interviews a good indicator of how an applicant will perform on the job?

Job 42

Do People Need to Learn, or Can They Look It All Up?

Experiencing eLearning

The other, related idea is that everything can be learned on the job with performance support, without formal training. For those sorts of tasks, we should probably be creating job aids (recipes and hints for work tasks) rather than courses. At a minimum, we should be creating training plus job aids, or training that helps people learn how to use performance support. Behavior !=

Behavior Change – The Real Goal of eLearning

Designing Digitally

Training needs to translate into behavior change in order for it to be truly effective. Whether we’re talking about creating a safer work environment, increasing sales, improving customer service, or any number of other positive influences – behavior change is the real purpose behind any training effort. And if changing behavior is the goal, then eLearning is our most effective tool in accomplishing it. Steps toward behavior change.

The Impact of Employee Coaching on Performance

Unboxed

The Impact of Employee Coaching on Performance. Do you not have any kind of formal program for coaching employees to improve performance? Most business owners and managers understand that good coaching allows their employees to perform better and feel more satisfied while on the job.