Work environment design for learning

Harold Jarche

A well designed learning environment is curated with a specific need in mind. Informal Learning Learning Performance Improvement

Design 221

just checking the box

Harold Jarche

Were the two recent crashes of Boeing 737 Max 8 aircraft a result of inadequate training, or design and safety flaws resulting from a lack of regulator oversight? Our training experts were too busy designing courses. The Use of Work Domain Analysis for the Design of Training Systems.

actionable insights

Harold Jarche

How many people can create a perfect-fitting custom-designed garment? They did, and the generator performed to perfection. Innovation Performance Improvement

The initial design influences everything else

Harold Jarche

Tweet If you pit a good performer against a bad system, the system will win almost every time. This quote from Rummler & Brache in Improving Performance , sums up many of the symptoms of hierarchical systems, whether they be schools, businesses or even prisons.

Design 251

working smarter case study

Harold Jarche

In 2010/2011 Jay Cross and I worked worked with a corporate university of a large US company with the objective to cultivate a fully engaged, high performing workforce through rapid, collaborative, informal, self-directed learning. Our target is performance.

the bridge from education to experience

Harold Jarche

While cognitive apprenticeship was originally designed for teachers working with students in a formal setting, it can be used in the workplace as well. This will build resilience into the knowledge networks that drive organizational performance. Learning Performance Improvement

connecting work, learning, and life

Harold Jarche

“70:20:10 uses the performance paradigm to achieve working = learning in the context of the workplace and thus to contribute to the desired organisational results. This makes it possible to learn at the speed of performance.” Informal Learning Performance Improvement Work

gaining insight through social and informal learning

Harold Jarche

Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. To improve insights on an organizational level, all work should be focused on learning. Innovation Learning Performance Improvement

70:20:10 – towards 100% performance

Harold Jarche

The latest publication from the 70:20:10 Institute , 702010 towards 100% performance , is not that type of book. Five roles are identified (not all for traditional L&D professionals) with sections focused on each: Performance Detective. Performance Architect.

training > performance > social

Harold Jarche

This post looks at resources related to my training-performance-social workshop. We forget to minimize forgetting and improve remembering. We measure so poorly that we don’t get good feedback to enable improvement.” ” Performance Improvement.

strategic transformation of workplace learning

Harold Jarche

not just through conventional training but as people carry out their daily jobs) and how performance problems can be solved in different ways. Action Mapping for Designing Instruction, instead of a focus on content distribution. Informal Learning Performance Improvement SocialLearning

imagining open collaboration

Harold Jarche

We need to design our workplace structures and systems so that open collaboration can help each and every worker make critical decisions. The biggest challenge, as Charles notes, is to ‘imagine the different’ Learning Performance Improvement

Social business drives workforce development

Harold Jarche

Through collaborative work, get feedback on where performance support may be required and if training is needed. Communities InternetTime Performance Improvement SocialLearning Work

Ask not for whom the Reaper comes

Harold Jarche

While the course purveyors look to “leverage” informal and social learning for their schooling tools, they should note that levers are designed to move things, and it will be the courses that move – into a darker corner. InternetTime Performance Improvement

Training Evaluation: a mug’s game

Harold Jarche

Traditional training analyses, such as Kirkpatrick’s four levels of evaluation, were designed to assess solutions that are delivered in a linear manner. Managers and workplace performance professionals should focus on Working Smarter , by helping people learn and develop socially.

Understanding behaviour

Harold Jarche

Extrinsic rewards only work for simple physical tasks and increased monetary rewards can actually be detrimental to performance, especially with knowledge work. Rewards are still an important aspect to consider in workplace performance. A nalyzing Performance Problems.

Training, Performance, Social Workshop Notes

Harold Jarche

We launched a new online workshop today called, From Training, to Performance, to Social. We will move to performance improvement tomorrow and then focus on social learning all of next week. InternetTime Performance Improvement SocialLearning

The collaboration field needs to cooperate

Harold Jarche

The other large, dense clusters — management consulting, participatory processes, design thinking, and collaboration / technology — are largely distinct, although there is some bridging, mostly around learning-related skills. 21C_Leader Innovation Performance Improvement

Corporate Learning’s focus

Harold Jarche

The organization can adopt a performance improvement perspective and ensure that all formal training meets a need. HPT (human performance technology) is a broader design approach and should be seen as an enabler to get to instructional systems design (ISD).

The Future of the Training Department

Harold Jarche

For example, instructional designers no longer have time to develop formal courses. Workers will also have to be their own instructional designers, selecting the best methods of learning. Tags: Informal Learning Performance Improvement

Agility through collaboration

Harold Jarche

Does instructional systems design (ISD) need more agility ? An ISD project team should be able to return to the Analysis or Design phase and make changes while instructional content Development is taking place. Tags: Learning Performance Improvement

You need the right lever to move an organization

Harold Jarche

Tweet Klaus Wittkuhn wrote an excellent article on the systemic approach required in human performance analysis in the March 2004 edition of Performance Improvement published by ISPI. A key concept in the article is that you cannot engineer human performance. Human performance is an emergent property of an organization, and is affected by multiple variables. I had this realization many years ago, which is why I focus on organizational models and systems design.

Group-centric work and training

Harold Jarche

A lot of resources are put into preparing individuals for duty and the system is designed for large numbers. Military Instructional Systems Design (ISD) has greatly informed and inspired civilian training. Tags: Learning Performance Improvement Work Individual Training.

Groups 187

A personal learning journey

Harold Jarche

I became interested in knowledge management (KM) as I was introduced to it in the mid 1990’s while practising instructional systems design (ISD) and human performance technology (HPT) in the military. The Centre for Learning Technologies is an applied research, consulting and resource centre for the use of new media in learning, knowledge management, and workplace performance support. Tags: Informal Learning Performance Improvement PKM

Seeing motivation with new eyes

Harold Jarche

Where there is a genuine lack of skills and knowledge, training may be required, but it should only be in cases where the other barriers to performance have been addressed. Tags: Performance Improvement

Anticipating the Next Wave of Experience Design

John Hagel

Experience design has emerged in part as a response to this growing need we all have.   It is no longer enough to design products and services so that they have aesthetic appeal and perform well.    We are on the cusp of another major shift in the focus of experience design, one that moves far beyond the impact of individual products and services.   It is a remarkably accurate description of operating performance improvement in many industries. 

Design 182

Leveraging collective knowledge

Harold Jarche

For example, Owen Ferguson explains that experts shouldn’t design online resources for novices : The curse of the expert when it comes to online presentation is that they often decide they know better and produce a design that matches their own knowledge map – totally confusing the user. Actually, designing “for&# anybody becomes a problem. Tags: Communities Informal Learning Performance Improvement PKM

HPT and ISD

Harold Jarche

Clark Quinn discussed the Great ADDIE Debate and summarized the alternatives to exclusively using ADDIE (analysis, design, development, implementation, evaluation): The obvious question came up about what would be used in place of ADDIE. For the former, I showed the HPT model as a representation of a design approach considering courses as part of a larger picture. For the latter, I suggested that a focus on learning experience design would be appropriate.

PKM Workshop – Toronto 13 November 2010

Harold Jarche

“In the period ahead of us, more important than advances in computer design will be the advances we can make in our understanding of human information processing – of thinking, problem solving, and decision making…&#. Target Audience: Knowledge workers, or anyone who wants to improve their learning skills using Web tools. Tags: Informal Learning Performance Improvement Wirearchy PKM Tweet.

PKM 132

Workers, Management and Work Support

Harold Jarche

I previously wrote that we should integrate our work support departments and Tom Gram shows how this can be done by designing an organizational effectiveness function or creating internal management consultants, though these approaches can create their own bureaucracies as well, as Tom recognizes.

Integrating Learning and Work

Harold Jarche

Build a performance support system. The result in the latter case is increasingly smaller units of training, which merges training into performance support, making training in the traditional sense less relevant. Implement a continuous improvement framework. Design Jobs for natural learning. Tags: Performance Improvement Work

Perpetual Beta

Harold Jarche

It is a key facet of the path that leads to improved organizational performance. So says Ross Dawson in pilots as a key instrument for improving organizational performance in a complex world. However, changing from a highly designed approach to an agile method is difficult. There is no silver bullet solution to running the human performance side of an organization in the complexity of a highly networked economy with ubiquitous access to information and people.

The future of certification

Harold Jarche

I was once a Certified Performance Technologist, and as I said to Dave Ferguson , I don’t see much value in re-certification when it consists of checking off boxes of how many conferences you have attended. Tom Gram, now Certifiable (Certified Training & Development Professional with CSTD), wonders: Most learning and performance professionals will notice areas where the competencies could be modified to incorporate crossover disciplines and meet emerging trends.

Proficiency-based training

Harold Jarche

Additional time in the aircraft could be provided, with counseling, but after a certain number of hours students were expected to achieve the performance requirement. Conversely, if a student achieved the performance requirement in fewer lessons, he or she could skip one or more lessons and move on to the next stage. For learning professionals, it is important to design tests that can validate competency.

Institutional Innovation - I Have a Dream

John Hagel

Yes, the business will look very different in terms of the specific activities being performed, but the overall approach to how to be successful in business will not necessarily change. These institutions will be driven to accelerate performance improvement – linear performance improvement will not be enough, they’ll want to accelerate that improvement – forever. Performance metrics: Shift from financial results to addressing unmet needs.

The Threat and Opportunity of Lifelong Learning

John Hagel

People with this form of passion have a hard time sticking to the script and the process manual – they get bored easily and they’re often deeply frustrated, seeing so much opportunity to get to higher and higher levels of performance and frustrated by the obstacles in their way. Once these groups come together, they’ll benefit by adopting a set of practices that can help them to accelerate learning and performance improvement.

Business Practice Redesign

John Hagel

Businesses around the world are well into their third decade of “business process reengineering”, massive initiatives designed to create more and more tightly integrated and standardized business processes to squeeze out the inefficiency that lurks when people don’t follow instructions to the letter. Maybe they’re actually becoming a barrier to performance improvement rather than a prerequisite for performance improvement.

Data From The Edge

Andy McAfee

Deloitte’s Center for the Edge has just published a report titled “Social Software for Business Performance.&# Keep measuring performance in all of them over time. “I am confident this technology’s going to improve things, so I want it in all my units, pronto.&#.

Data 266

Re-thinking Workplace Learning: extracting rather than adding

Charles Jennings

One clear finding presented was that: “t hose activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”

Embedding Learning in Work: The Benefits and Challenges

Charles Jennings

If people learn as part of the workflow then this learning is more likely to impact performance in a positive way. ADDIE (or some other instructional design approach) ruled. The learning needed to be designed, managed and measured.

Reshaping L&D

Clark Quinn

” So Jane posits 3 services: Content production: designing and delivering courses and resources. Learning Concierge: address ad hoc or ongoing learning or performance problems. Connected Workplace: supporting continuous learning and performance improvement through knowledge sharing and collaboration. As I suggested earlier, social learning may often be our first recourse (not off our radar), and performance support second. design social strategy

9 ways to improve workplace learning

Harold Jarche

But good training and education can have a huge impact on behaviour and performance. Did you ever have a coach who got you to a higher level of performance? This is how far too many courses are designed and delivered. “As From Training, to Performance, to Social.

Scaling Learning in an Exponential World

John Hagel

In the Big Shift , we’re rapidly moving from a more stable environment to a global landscape that is shaped by exponentially improving digital technology infrastructures. In the context of a rapidly changing world, learning means developing new shared practices that can increase impact in a world of mounting performance pressure. We are under increasing performance pressure and we can’t afford to silo our learning in certain parts of our institutions.