The Performance Improvement Blog

JUNE 5, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Four). . In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The pull model of learning is performance-based.

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The Performance Improvement Blog

JULY 31, 2014

Leaders say how they will support learning and how they will recognize and reward those employees who continually acquire new knowledge and new skills. . Build trust - Employees will invest time and effort in learning if they trust their managers. We want to find out what they know and what they need to learn.

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Culture Coaching Trust Performance Support 229

Clark Quinn

SEPTEMBER 17, 2014

The twitter chat had a series of questions, so I’ll address them here (with a caveat that our learning really hasn’t changed, our wetware hasn’t evolved in the past decade and won’t again in the next; our support of learning is what I’m referring to here): 1. For which we should apologize!

Social Networks 184

Social Networks Augmented Reality Social Network Mentoring 184

The Performance Improvement Blog

JUNE 5, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Four). . In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The pull model of learning is performance-based.

Training 100

Training Train Performance Support Culture 100

Learnnovators

JULY 9, 2015

Laura Overton is the Founder and Managing Director of Towards Maturity – a not for profit benchmark practice that provides independent research to help organisations deliver improved performance through learning innovation. Laura is an Academic Fellow of the CIPD and a fellow of the Learning and Performance Institute.

Performance Support 160

Performance Support Performance Metrics Innovation 160

Clark Quinn

JUNE 5, 2018

I’ve used this quip quite a bit, as it’s essentially the rationale for the Revolution book. It’s about the state of Learning & Development, and sums up one perspective fairly succinctly: L&D isn’t doing near what it could and should be, and what it is doing it’s doing badly.

Develop 101

Develop PKM Compliance Training Coaching 101

The Performance Improvement Blog

JANUARY 25, 2013

Sean Murray and I present a similar argument in our book, “The 5As Framework,” except we go further to say that training, as well as any learning intervention in an organization, should contribute to achieving the strategic goals of that organization.

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Training Train Culture Write Blog 259

The Performance Improvement Blog

DECEMBER 16, 2015

In a learning culture , formal training is just one of many methods used to facilitate employee learning. In a learning culture, we start with the performance goal and then select the mix of methods that will help employees acquire and retain the knowledge, skills, attitudes, and beliefs they need in order to achieve those goals.

Simulations 100

Simulations Case Study Wiki Performance Support 100

The Performance Improvement Blog

JUNE 12, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Five). Plugging in to what she needed to learn was as direct and fast as the screenwriters could imagine…. In this case, your responsibility is to help them learn how to learn. That’s not a typo—98 percent.

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Learner Management Performance Support Brain 159

The Performance Improvement Blog

DECEMBER 12, 2017

However, employees can’t become “modern professional learners” unless their organizations are supportive of independent learning. Support from training and HR departments is necessary but insufficient. L&D professionals can’t keep up with the pace of learning that has to occur on-the-job and in the flow of work.

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Knowledge Learner Performance Support Social Media 113

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. They are as much a part of me as all things learning. With today’s post, I am back on the theme of learning and its impact on performance—personal and organizational.

Learner 177

Learner Diversity Training Expertise Cognitive 177

Learnnovators

APRIL 18, 2014

He integrates creativity, cognitive science, and technology to lead development of strategic solutions including award-winning online content, educational computer games, and websites, as well as adaptive, mobile, and performance support systems. How do we ensure learning faster than everyone else? How exciting is the scenario?

eLearning Guild 124

eLearning Guild Social Networks Diversity Training Cognitive 124

The Performance Improvement Blog

NOVEMBER 22, 2010

Only a fourth of respondents to a McKinsey survey said that their training programs made a measurable difference in business performance. I wrote about this lack of training impact almost 20 years ago in a book that I co-authored with Robert O. So why are organizations resistant to involving senior leaders in supporting learning?

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Training Train Survey Performance Support 147

The Performance Improvement Blog

FEBRUARY 25, 2015

In 1994, The Learning Alliance was published. This book, by Rob Brinkerhoff and myself, made the case that HRD (human resource development) was changing dramatically and that the key to employee learning had shifted from the training department to the relationship (i.e.,

Management 100

Management Culture Organizational Learning Learning 100

Learnnovators

APRIL 16, 2014

He integrates creativity, cognitive science, and technology to lead development of strategic solutions including award-winning online content, educational computer games, and websites, as well as adaptive, mobile, and performance support systems. How do we ensure learning faster than everyone else? How exciting is the scenario?

eLearning Guild 113

eLearning Guild Social Networks Cognitive Diversity Training 113

Instancy

AUGUST 14, 2023

Additionally, AI enables real-time feedback and evaluation, granting learners instant insights into their progress and performance. Data analytics provide vital insights on training efficacy and learner performance, while adaptive learning systems use AI algorithms to customize content and delivery based on individual needs.

Simulations 52

Simulations Effectiveness Diversity Training Augmented Reality 52

The Performance Improvement Blog

SEPTEMBER 6, 2014

The culture of traditional, hierarchical organizations does not allow for the scope and speed of learning, adaptation, and innovation that is needed to compete and be successful in today’s environment. Only then can you determine what needs to change in order to create a culture that supports learning, adaptation, and innovation. .

Innovation 178

Innovation Culture Organizational Learning Learning 178

The Performance Improvement Blog

JUNE 25, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Seven). The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and appli­cation of knowledge and skills at the individual, team, and organization levels.

Culture 127

Culture Create Metrics Performance Support 127

Limestone Learning

JULY 28, 2022

Understand where to focus your onboarding improvements and learn how to leverage intelligence and automation to improve learning, engage both new hires and their support network, and ensure new hires are competent and ready to work. Your business needs learning to result in performance. PT: It’s Coming!

Diversity Training 103

Diversity Training Free Compliance Training Brandon Hall 103

The Performance Improvement Blog

NOVEMBER 7, 2017

That is to say the change in work performed and the increased value of that work. They have been researching for a book to be published in early 2018 by the ATD press, entitled: “Minds at Work: Managing for Success in the Knowledge Economy”. So they looked at the critical relationship between managers and learning.

Culture 113

Culture Case Study Press Kirkpatrick 113

eFront

NOVEMBER 14, 2010

> If you have read any of the following books I will highly appreciate if you share your opinion with the e-Learning community. => If you have read any of the following books I will highly appreciate if you share your opinion with the e-Learning community. =>

Blended Learning 112

Blended Learning Free Authoring Tools eLearning Guild 112

The Performance Improvement Blog

JUNE 12, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Five). Plugging in to what she needed to learn was as direct and fast as the screenwriters could imagine…. In this case, your responsibility is to help them learn how to learn. That’s not a typo—98 percent.

Learner 100

Learner Management Performance Support Brain 100

The Performance Improvement Blog

NOVEMBER 21, 2016

Michael Noble, in his post for “Chief Learning Officer” titled, How to Build a Learning and Innovation Performance Lab , suggests that learning professionals should start looking for workplace opportunities to try out new ways of learning. Of course, he recognizes the obstacles.

Kaplan 0

Kaplan Innovation Consulting Methods 0

The Performance Improvement Blog

FEBRUARY 26, 2018

Each of these actions can be helpful in engaging managers in training but they do little to ensure that learning is applied and that learning leads to results. We argue in our new book, Minds at Work: Managing for Success in the Knowledge Economy , that the role of managers needs to change fundamentally.

Coaching 100

Coaching Diversity Training Performance Support Learning 100

The Performance Improvement Blog

JANUARY 3, 2018

With the publication of my new book, Minds at Work: Managing for Success in the Knowledge Economy , I have continued to focus my blog posts on a manager’s role in supporting continuous learning for all employees in the workplace. And I have examined an employee’s responsibility for continuous learning in the Knowledge Economy.

Sexual Harassment Training 113

Sexual Harassment Training Harassment Training Diversity Training Culture 113

The Performance Improvement Blog

JANUARY 19, 2011

Employees learn best when they have guidance, support, and performance feedback from someone they trust and respect in the organization. Ideally, this is a boss, supervisor, coach, or mentor who knows why that learning is important and how it aligns with strategic business goals. What do we need to change about this plan?

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Conversation Learning Objects Coaching Mentoring 200

The Performance Improvement Blog

FEBRUARY 17, 2017

In a learning culture, everyone is responsible for learning. The entire organization is engaged in facilitating and supporting learning, in the workplace and outside the workplace. If they have these beliefs and values, then managers can contribute significantly to learning in their organizations.

Culture 178

Culture Diversity Training CLO Learning Objects 178

The Performance Improvement Blog

JUNE 25, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Seven). The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and appli­cation of knowledge and skills at the individual, team, and organization levels.

Culture 100

Culture Create Metrics Performance Support 100

The Performance Improvement Blog

NOVEMBER 5, 2014

These changes are having an enormous impact on what and how people need to learn. In a book by Andrew McAfee and Erik Brynjolfsson titled, “The Second Machine Age,” the authors describe the situation this way: …as computers get more powerful, companies have less need for some kinds of workers.

Movie 159

Movie Organizational Learning Culture Streaming 159

The Performance Improvement Blog

MAY 15, 2018

Following is an excerpt from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Two). The future of how we learn in our organizations is a popular topic. Many of the companies surveyed in the book should be managing minds. Many of the companies surveyed in the book should be managing minds.

Companies 100

Companies Management Portfolio Learning 100

The Performance Improvement Blog

MAY 15, 2018

Following is a selection from our new book, Minds at Work: Managing for Success in the Knowledge Economy (Chapter Two). The future of how we learn in our organizations is a popular topic. Many of the companies surveyed in the book should be managing minds. Many of the companies surveyed in the book should be managing minds.

Companies 100

Companies Management Portfolio Learning 100

Learnnovators

SEPTEMBER 2, 2015

Jay is the Johnny Appleseed of informal learning. The Internet Time Alliance , which he chairs, helps corporations and governments use networks to accelerate performance. Jay has challenged conventional wisdom about how adults learn since designing the first business degree program offered by the University of Phoenix.

Blended Learning 167

Blended Learning Social Networks Internet Informal Learning 167

Learnnovators

NOVEMBER 22, 2022

Conrad Gottfredson is a founding partner, and the Chief Learning Strategist, at APPLY Synergies , a 5 Moments of Need company that specializes in helping learning professionals design, develop, maintain, and measure effective learning and performance support through the 5 Moments of Need® design methodology.

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Performance Support Masie Performance Community 264

Learning Pool

JANUARY 11, 2022

In the wake of the pandemic in 2020, we saw the mass movement of learning into digital with learning technology providing the only way to adapt to lockdowns and enable organizations to support the tremendous upheavals to work, operating models, and business practices. This will need curious learning professionals.

Trends 98

Trends Diversity Training Virtual Classroom Blended Learning 98

EdCast

FEBRUARY 15, 2022

The primary objective of LMS is to distribute e-learning (or face-to-face learning) and administer the company’s internal training. These systems were designed to support critical functions, including registrations, validation workflows, and sign-up sheets for face-to-face training. Functional Differences between LMS/LXP/TXP.

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LMS Guide Help Compliance Training 98

Learnnovators

JULY 20, 2015

Learnnovators: As we understand, for over 20 years, you have been writing about corporate e-learning and technology-related subjects, and have been keeping a tab on the global e-learning market trends (corporate sector). What does future learning (organizational learning in general and e-learning in specific) look like?

Authoring Tools 170

Authoring Tools Social Networks Virtual Classroom Press 170

Clark Quinn

SEPTEMBER 26, 2017

For one, it seemed to be about organizational effectiveness. That is, the goal is to make organizations not just efficient, but capable of optimal levels of performance. In addition to systems thinking and and decision-making, there’s an emphasis on organizational learning and on coaching, so it appears more human-focused.

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Cognitive Wikipedia Sound Engineering 101