Learning Vs. Performance -- The Dichotomy

ID Reflections

The focus has moved from “learning” to “performance”. 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. I will instead focus on few other aspects that we (L&D) miss out or don’t focus on enough when thinking of workplace performance in the Knowledge Era. That is, it has a direct impact on performance.

Training - Performance Support - Learning - Best of eLearning Learning

eLearning Learning Posts

“I personally believe that one of the areas where learning professionals need the most help is how communities and networks impact learning and building individual and facilitation skills around these: Knowing how to individually leverage Network Skills and Communities to help with work and learning tasks Community and Network Facilitation Skills to help others learn and work using networks and communities.&#. Performance Support Lab - PS Links , July 11, 2009.

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Mobile learning – Push or pull?

E-Learning Provocateur

Regular snippets are also useful for reinforcing key messages, assessment, post work, and bridging the knowing-doing gap. m-learning constructivism content development informal learning learning model mlearning mobile mobile learning performance support pull push standardisation standardization trainingThe universal advice for m-learning is to keep it short.

Mobile learning – Push or pull?

E-Learning Provocateur

Regular snippets are also useful for reinforcing key messages, assessment, post work, and bridging the knowing-doing gap. m-learning constructivism content development informal learning learning model mlearning mobile mobile learning performance support pull push standardisation standardization trainingThe universal advice for m-learning is to keep it short.

Louder than words

E-Learning Provocateur

Using the 4+4 Part Employee Lifecycle as my guide, I will share my thoughts on some of the ways in which your capability framework can add value to your organisation’s activities in terms of recruitment, onboarding, performance, and offboarding. Everyone knows that change management is hard. Well, organisations that focus like an eagle know precisely the capabilities to assess each candidate against, because they are the ones that align to their strategic imperatives.

A Framework For Content Curation

Learnnovators

I should know: I’ve used them as a student, I’ve seen my peers create them, and I’ve created them myself. As learning in the workplace inevitably informalises, the motivation of employees to drive their own development becomes increasingly pivotal to their performance. SUPPORT ME. This content jumps the knowing-doing gap by helping the learner apply the concepts back on the job. In conversation at EduTECH earlier this year, Harold Jarche evoked George E.

 Does your leadership development program leverage all five adult learning theories? Here’s why it should

CLO Magazine

The cognitivist orientation focuses on what the learner knows — their internal cognitive structure. To properly support this model, the designer of a leadership development program must design a curriculum that presents theoretical leadership content in a logical, appropriately staged format.

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Free L&D webinars for July 2019

Limestone Learning

Her diverse background has given her the opportunity to develop a unique blend of skills, resources, creativity, and passion for enabling high performance. Top organizations are embracing coaching as an integral part of leadership performance, and in response, the Goleman EI team has launched new training strategies with executive coaches from around the world. The impact of EI on informal coaching and team performance. Define the ideal traits of high performing teams.

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Balancing innovations and implementation

Janet Clarey

Many times, doing it right requires heavy lifting. It’s hard work to do that right with changes coming daily. Why do they fail so often? Time consuming, expensive, drag on performance (in the short run). Maintaining status quo (knowing-doing gap). Manager support of adoption decision. Financial resources for training, support, communications, relaxation of performance standards during learning curve.

Re-imagining the Book

Jay Cross

I thought I’d be able to do this by changing the voice of the Fieldbook. I received these responses: Design with intentional gaps in the knowledge of the book to encourage high bandwidth communication might be fatal. How do you motivate people to re-read? My summary at this point: I’ve been preaching that action is the measure of learning , not knowing. Knowing something but not doing something about it is sterile. Background.

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Free L&D webinars for September 2018

Limestone Learning

Tuesday, September 4, 2018, 11AM – 12PM PT: Using Simulations to Bridge the Gap Between Intention and Action (Free for ATD members) A well-executed business simulation is designed to create aha moments, where knowledge and understanding translate to a change in behaviour. Arguably, these resources can teach us the skills we need to improve the way we operate and the way companies do business. In this respect, there is often a “knowing-doinggap to be filled.