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Accelerated Learning: Where Does It Fit In? | Social Learning Blog

Dashe & Thomson

I started thinking about this during a program on Accelerated Learning at the Minnesota Chapter of the International Society of Performance Improvement (MNISPI). Then I remembered a series of highly successful training programs designed to address the three learning styles at the Minneapolis Institute of Arts. He said it was great.

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Re-evaluating Evaluation | Social Learning Blog

Dashe & Thomson

The title was “Expanding ROI in Training Programs Using Scriven, Kirkpatrick, and Brinkerhoff,” which sounds pretty academic. Implementing his model does not include gathering data that would address program improvement efforts. But it wasn’t. According to McGoldrick, that is where Brinkerhoff’s Success Case Method (SCM) comes in.

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Kirkpatrick Revisited | Social Learning Blog

Dashe & Thomson

We need to let the stakeholders define their expectations for the program. with a post-test to measure learning for the entire program. He believes lack of success results more often from insufficient follow-up than from poor training programs or training delivery. Kirkpatrick is now saying that we need to start with Level 4.

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Learning Agility: Re-Invention with Performer Support

Living in Learning

Our design efforts cannot deliver the results we need through shifting creative juices to sizzling, flash-based learning assets – the focus must be on the performer – and in their work context. Monitoring social networks can be a monumental task. When and where we support the performer becomes a crucial design consideration.

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Cammy Beans Learning Visions: Gadgets, Games and Gizmos for Learning

Learning Visions

Be sure to read Chapter 2 if youre about to start a new project and need some juice before you start brainstorming. Theres definitely trends based on age, and someone who is younger is much more likely to be an active gamer and blogger and social networker than someone who is older. 6:46 PM Brent Schlenker said.

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Informal Learning – the other 80%

Jay Cross

Most people in training programs learn only a little of the right stuff, are fuzzy about how to apply what they’ve learned, and never address who are the right people to know. So they typically end up producing same-size-fits-all generic programs rather than the proprietary programs that organizations need.