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.

To Train or Not to Train: Analyzing Performance Problems

Avilar

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? In it, a series of questions helps you walk through a performance issue to determine the best course of action.

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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. The problem was people couldn't get to it.

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.

Developing a Results Driven Curriculum

PA G E 1 0 3 Define the performance goals and. design a curriculum solution that: • has a clear goal tied to a well- articulated business problem, • meets the needs of your target. experiences that support and enable change in service. Define the performance goals and barriers.

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.

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.

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. Performance Improvement in a nutshell. These are not problems that can be tackled by training alone.

How to Set Standards of Behavior in the Workplace

Unboxed

How to Set Standards of Behavior in the Workplace. That’s right; if your employees aren’t practicing appropriate workplace behavior, which creates an unhealthy work environment, they could be costing you some serious money. Corrects Problematic Office Behaviors.

Performance Management at Deloitte

The Performance Improvement Blog

Kudos to Deloitte for making a concerted effort to develop a fair, efficient, and useful performance management system for its 65,000 employees. In a blog post for Harvard Business Review titled Reinventing Performance Management , Marcus Buckingham and Ashley Goodall describe Deloitte’s evolving system. They write: This is where we are today: We’ve defined three objectives at the root of performance management—to recognize, see, and fuel performance.

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.

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.

How to Manage Problem Employees

CLO Magazine

We’ve yet to meet a leader who is confused by the term “problem employee.” But too often, problem employees remain in organizations, doing damage to both their work groups and their direct manager’s career. Problem employees disrupt team innovation, erode trust and derail group output, with each problem person costing organizations up to $8,000 per day. Understanding the Problem. In the end, we identified 11 distinct “problem” types.

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. As business consultants, you observe, analyze and propose solutions for your clients’ problems. 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. 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.

How technology is solving L&D problems in organizations today

Harbinger Interactive Learning

So, how can technology support to deliver content that addresses these issues? LXPs support business firms to identify skill gaps, offer personalization, display analytics to determine human behaviors, preferences, and performance.

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

Why is problem solving at home so much easier (and more productive) than problem solving at work?

Axonify

Sounds like a long-overdue, logical approach to problem solving at work. That’s a pretty common way to solve life problems nowadays, right? It may not be a plumbing issue, but what do you do when faced with a problem that you can’t solve on your own, what do you do? That’s because the inability to find valuable work information is a HUGE problem. Well, I’m not just here to point out the problem. Knowledge gaps Modernizing Corporate Learning Performance Support

Why is problem solving at home so much easier (and more productive) than problem solving at work?

Axonify

Sounds like a long-overdue, logical approach to problem solving at work. That’s a pretty common way to solve life problems nowadays, right? It may not be a plumbing issue, but what do you do when faced with a problem that you can’t solve on your own, what do you do? That’s because the inability to find valuable work information is a HUGE problem. Well, I’m not just here to point out the problem. Knowledge gaps Modernizing Corporate Learning Performance Support

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.

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. As business consultants, you observe, analyze and propose solutions for your clients’ problems. 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. 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.

Leadership development should begin with “why” — and that’s usually not behavior change

CLO Magazine

For leadership development, this should be impact and not behavior. Next, the focus shifted to ensuring that the leaders had the skills, behaviors and competencies to be a good leader. About two decades ago, the focus shifted to leader behavior.

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?

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.

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. Regardless of the role, at the heart of everything Keith does centers around problem solving.

Fewer Mentors, Bigger Problems

CLO Magazine

This hesitation and fear pose problems for women and for the success of companies. The reality is that a lot of men have exhibited certain behaviors that they are not proud of, and they are not sure if they would resurface and who would resurface them.”. But Johnson said there is a larger problem than men in power fearing they will be exposed or accused of misconduct — and that’s retaining valuable women. “A Either way, it is a problem for me as a leader.”.

Performance Based eLearning

TalentLMS

If there is one thing that fails an eLearning course, it’s the capability to differentiate performance of its learners from pre-course to post-course. Measuring performance is an essential tool to determine if the eLearning course has been effective. How do you achieve a performance boost in your learners? Above all, how do you justify to your top level managers, that your eLearning course is a result of a gap analysis between strategic goals and current performance.?

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.

Illusions of Competence in Learning | How to Fix Your United Airlines Problem

mLevel

In all three situations, each professional performed in a way that was counter to their formal training. How can actual performance on the job differ so much from expectations set in formal training? . Wherever the blame game leads organizations, most of the time the focus is on the wrong performance element. Let’s take a step back and look at why employees perform the way they do in the first place.

Modeling Future Blends and Behaviors: Does the Perfect Learner Exist?

Leo Learning

If you and your team are asking yourselves these questions, we’re developing a model that can help support organizations through change. And find a clear path to developing learning programs that match and meet learner behaviors. By addressing the pivotal part of the model—human beings—we then highlight the attributes and behaviors of learners, what the enablers and blockers of these behaviors are and, finally, the strategies to overcome these blockers.

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. The problem often develops out of an earnest desire to produce great work.

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. At a minimum, we should be creating training plus job aids, or training that helps people learn how to use performance support. This is the core problem with the way many view training and learning. Behavior != It’s also providing people opportunities to practice skills and get feedback to improve performance.

Constructivism And Behaviorism In Designing Online Learning Programs

Educraft.tech - Technology meets Education

Behaviorism. Behaviorism. The basic principle of Behaviorism is that learning is the result of a person's response to a stimulus. The student does not work independently on the environment but on the contrary, the behavior is controlled by environmental factors, thus not having the control of the learning or the time it takes to achieve it (Technology in Education, n.d). learning theories constructivism behaviorism instructional design. Table of Contents.

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.

The Knowledge and Learning Transfer Problem

Charles Jennings

I’d used the phrase ‘learning delivery’ when describing computer-supported collaborative learning ( CSCL ) approaches. What I’d meant by ‘learning delivery’ was ‘providing the resources and environments that help learning and, by inference, improved performance, to occur’. Of course exposure to other people is one of the primary ways we learn and improve our performance. When there’s little or no gap between the two there is no ‘transfer problem’.

Learning Leader Julie Dirksen Advises: Diagnose the Problem Before Turning to Training by Pamela S. Hogle

Learning Solutions Magazine

If training fails to change employees’ behavior, the problem might not be a training issue. Diagnosing the problem is essential to creating lasting behavior change. Instructional Design Learning Research Performance Support

Breaking down silos between learning, engagement and performance

CLO Magazine

In many organizations, human resources, learning, engagement and performance teams work in isolation. While this isn’t always a problem, it does increase the likelihood of crossed wires, conflicting information, confused communications, duplication of effort and missed opportunities.