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Improving Organizational Performance. Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. While better collaboration can justify social tools, improved cooperation can ensure their long-term use by a hyper-connected workforce. Performance Improvement PKMastery SocialLearning MORE
This will build resilience into the knowledge networks that drive organizational performance. Learning Performance Improvement“Apprenticeship is the way we learn most naturally. It characterized learning before there were schools, from learning one’s language to learning how to run an empire.” ” – Cognitive Apprenticeship: Making Thinking Visible. MORE
His perspective is based on what has been my professional practice for almost two decades: performance improvement. Klein has some advice on how “to strengthen the up arrow”, or improve insight. Books Performance Improvement PKM Following Gary Klein on his search to find out how insight happens is a pleasurable, even mind-blowing experience. MORE
We launched a new online workshop today called, From Training, to Performance, to Social. I came up with the idea while conducting one of the PKM workshops and noticed that many people either mixed up training with performance improvement, or thought of social learning as merely a bolt-on to a formal course. We will move to performance improvement tomorrow and then focus on social learning all of next week. InternetTime Performance Improvement SocialLearning MORE
Through collaborative work, get feedback on where performance support may be required and if training is needed. Everyone is involved in what used to be the instructional design process, but now there is a focus on collaboration first, performance support when needed, and training as the last choice. Communities InternetTime Performance Improvement SocialLearning Work MORE
The biggest challenge, as Charles notes, is to ‘imagine the different’ Learning Performance ImprovementAt work and in school we are pretty good at creating documentation to share explicit knowledge. This is the kind of knowledge that goes into training programmes. It’s the result of interviews with subject matter experts and reviews of the field of study. For the most part, it’s stuff that is easy to codify and share. MORE
Now think of this from a workplace performance perspective. If we look at workplace performance support as curation, then creating spaces for conversation would be an obvious component. NetworkedLearning Performance Improvement SocialLearningCuration is more than integration , writes Rick Segal in Forbes [via Robin Good ]. Segal discusses how marketing is about curating all the conversations around a subject. MORE
My social learning workshop provides one approach for improving the workplace performance spectrum, and the 70:20:10 Institute offers several programmes. Performance Improvement SocialLearningJane Hart has been asking her readers what are the most useful/valuable ways that they learn for or at work. MORE
Informal Learning Performance Improvement SocialLearningJane Hart’s recent post on changing the role of L&D (learning & development) explains how training departments need to move beyond packaging content and toward scaffolding and capability building. What I like about this matrix is that it makes it easier to describe my professional services in the organizational learning area. I have highlighted my areas of focus in red. MORE
Process improvement, like Six Sigma, stifles innovation. Process improvement is a tool set, not an overarching or unifying concept for an organization. Process improvement is a means — for certain contexts like manufacturing — and not an end in itself. The fundamental problem with all process improvement methodologies is that you get myopic. “Since Frederick Taylor’s time we’ve considered business – our businesses – vast machines to be improved. MORE
This past year I conducted an online workshop called “ from training, to performance to socia l “ In November I will be running one on moving from a training to a performance support focus and this will be followed by a workshop on social learning for business. from training to performance to social from Harold Jarche. Performance Improvement SocialLearning MORE
In my presentation, From Training, to Performance, to Social , I describe how Human Performance Technology (HPT) is systemic and systematic, but not very human. from training to performance to social from Harold Jarche. However, HPT, especially performance analysis can be a useful tool, if used selectively and appropriately. A trained worker, without the right resources and with unclear expectations, will still not perform up to the desired standard. MORE
Many people cannot make the leap from course development, to performance consulting, and social learning. Learning Performance ImprovementTraining courses are artifacts of a time when resources were scarce and connections were few. That time has passed. The roots of training are to get a lot of people to do the same thing competently. The Roman army trained soldiers for battle and many other duties, like building roads. Standard methods were developed. MORE
They did, and the generator performed to perfection. Innovation Performance ImprovementI concluded a few years back that rates based on time at work only help to put you into a pigeon hole so that HR and Purchasing can easily classify you. Knowledge professionals are not pigeons. I have noticed a tendency over the past decade to push wages and fees down. Some may say it’s just the supply and demand conditions of the market. MORE
In my previous post I showed that an analysis of how Knowledge Workers like to learn at work suggests that L&D departments should consider working more closely with people managers to support the continuous development and performance improvement of their people – both in teams and individually.â?¦ MORE
Whether you stay with distributed work or go back to a location, improving meetings will not only raise morale but make room for what is really important in every workplace now — learning. Management Performance ImprovementWhen all you have is Zoom, every work-from-home office looks like an endless face-to-face video call. I have been working remotely since 2003. Video calls have been a regular part of my work and I have used pretty well every platform available. MORE
I would suggest first moving from training delivery to performance improvement. skilled at performance consulting. Forget about social learning, for the time being, and focus on performance support tools and job aids. Performance Improvement SocialLearning Work Donald Taylor asks where your learning & development (training) department resides. MORE
Extrinsic rewards only work for simple physical tasks and increased monetary rewards can actually be detrimental to performance, especially with knowledge work. With this in mind, there are times when rewards and consequences are not linked to a desired performance, and this can lead to confusion or even worse. Rewards are still an important aspect to consider in workplace performance. In the case of the researchers described above, not performing is rewarded. MORE
“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. Here again it is about achieving the desired performance improvement in the context of the individuals or teams who want to work better together. In the performance paradigms, working = learning is achieved using such models as performance support, microlearning and social learning. MORE
If you are interested in organizational performance issues, here are a few points to ponder. Compliance training is a standard response by industry regulators when dealing with human performance issues. The owners of compliance standards, whether authorities like government and regulatory bodies, professional bodies, or internal legal counsel, are stuck in a mindset that in order to get good workplace performance you must have training. Unclear performance measures. MORE
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. Performance Master Builder. Performance Game Changer. Performance Tracker. The reference model integrates training, performance improvement, and social learning. MORE
This is the team value-add for knowledge management which improves sensemaking across the organization. Leadership Performance Improvement SocialLearningIn working collaboratively & learning cooperatively I noted that team collaboration requires the transparent sharing of knowledge — using enterprise social networks and other technologies — so that everyone on a team knows what is going on and why. Decisions, and why they were made, are shared. MORE
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. Harold’s Performance Improvement Toolbox. When Your Employees Can Solve The Biggest Problems With Performance Support. Learning after Benchmark performance with each other. MORE
Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. While courses cannot be developed to directly improve these human traits — curiosity, creativity, empathy, passion, and humour — systems can be put in place to promote them at work. To improve insights on an organizational level, all work should be focused on learning. Prescribing training to address complex performance situations does not work. MORE
Complexity Management Performance ImprovementNancy Dixon tells a wonderful story about ‘Researcher’s Square’ and the hallway of learning. The whole story is well-worth your time. It describes how a diverse group of mostly independent researchers who worked in their individual offices were able to cooperate and even collaborate due to a change in the built architecture. MORE
Managers and workplace performance professionals should focus on Working Smarter , by helping people learn and develop socially. Informal Learning Performance ImprovementEfficiency is doing things right. Effectiveness is doing the right things. Peter Drucker. Dan Pontefract is quite clear in Dear Kirkpatrick’s: You still don’t get it : Let me be clear – training is not an event; learning is a connected, collaborative and continuous process. MORE
Next public workshop runs: 16 July – 12 August 2018 Individuals and teams often face performance problems. Instead of reaching for a training solution, you need to (work with a manager to) carry out a Performance Analysis to diagnose the (actual) problem, identify the best solution(s) – which may or … Modern Workplace Learning MORE
Informal Learning Learning Performance ImprovementCatherine Lombardozzi writes, in Time for an Evolution : To those of you who feel like you just stepped into the middle of a conversation, a learning environment (to my mind) is a collect of resources and activities for learning. The resources may be inanimate or human; the activities may be formal or informal. A well designed learning environment is curated with a specific need in mind. MORE
Such an assumption ignores or refutes the influence of job experience or exposure to others, on human performance. If half of the military training model was good enough for decades, just imagine how much better 100% will be for organizational performance. Performance Improvement SocialLearningThe training industry is based on models that were developed for the military. MORE
The above diagram, by Nick Milton , shows some important aspects of what influences performance [hint: blue]. Therefore there is no such thing as “ knowledge transfer “ Second, performance is taking action on knowledge. This influences the third key point, that reflection of one’s performance is an important part of the learning process and this is often in a social context as well. LMS are disconnected from 1) Experience, 2) Performance & 3) Reflection. MORE
Charles Jennings explains the framework in detail so that organizations can use it to improve how people work and learn at work. Books Informal Learning InternetTime Learning Performance Improvement SocialLearning 70%: Experience. 20%: Exposure. 10%: Education. MORE
I suggested that high physical functionality is always necessary for any tasks that have been determined necessary (in a training needs analysis) for job-ready performance. Performance Improvement TechnologyWere 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? I don’t know and I cannot speculate. MORE
I created a performance improvement toolbox when I started this blog in 2004, and have kept adding to it over the years. I often look at workplace performance first from the perspective of whether the situation we are trying to address is complicated or complex. Training can be good to develop ways to reduce errors, which is only one part of improving organizational performance. Prescribing training to address complex performance situations will not work. MORE
As my colleague Jane Hart shows in this image, there is a lot of room to expand as a learning and performance consultant. InternetTime Performance ImprovementMy colleagues and I often get cast as informal learning zealots in pieces written to placate the training industry and maintain the status quo , especially the lucrative compliance training market. MORE
It’s an easy check mark to show that action has been taken, assuming that improving individual skills is the core issue that needs to be addressed. But training does not improve diversity. Improving diversity is not really a learning issue. MORE
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. The university transitioned from designing processes for formal learning to increasing support for informal learning by: Establishing a learning & performance innovation team. Our target is performance. MORE
Many workplace performance issues cannot be solved through training, such as: Poor communications. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. When performance is infrequent. MORE
Taking financial incentives away from daily work improves collaboration between departments and professionals. Books Complexity Performance Improvement“Silos are cultural phenomena, which arise out of the systems we use to classify and organize the world,” states Gillian Tett in The Silo Effect. Silos are bounded hierarchies that define specialized work or areas of knowledge. MORE
Performance Improvement SocialLearningHere is the advice of the co-founder of Degreed on a ‘ workplace self-training paradigm ‘ First, encourage them to think of reskilling as a game — one they now have more control over winning … Next, help workers manage their skills with regular checkups to evaluate their current expertise against market conditions … Finally, work with employees to pinpoint opportunities to put their new skills into action. MORE
not just through conventional training but as people carry out their daily jobs) and how performance problems can be solved in different ways. It also means that learning and performance improvement is no longer the sole remit of the L&D department, but something that everyone in the organisation – managers and employees alike – has responsibility for.” Informal Learning Performance Improvement SocialLearning MORE
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. Workplace training models, including human factors engineering, emphasize the fit between environment and person and seek out optimal conditions for performance. MORE
In these times of staff shortages in healthcare, we need to improve communication and knowledge-sharing. Learning Performance ImprovementThis past year my wife and I have spent a fair bit of time in hospitals and doctors’ offices, helping friends navigate the healthcare system. One thing we have noticed is the siloed nature of medicine here. MORE
One flaw in maturity models is they provide a specific point at which we are assumed to be mature, and imply we have nothing else to learn or improve. Performance Improvement“Growth is not linear and it doesn’t happen in discrete phases marked by convenient external characteristics” — which is why maturity models are wrong — according to Christiaan Verwijs , specifically looking at agile models. MORE
This makes sense: A high-performance group is a group that learns, a conclusion that you should draw regardless of your starting point. 21C_Leader Innovation Performance ImprovementEugene Kim looks at a variety of disciplines in the collaboration space, using LinkedIn network analysis to see if and how they are related. The resulting map, and Kim’s explanations are most interesting for anyone doing work related to enterprise collaboration. MORE
Performance Improvement Related Topics Jane Hart
JULY 9, 2018
Next public workshop runs: 16 July – 12 August 2018 Individuals and teams often face performance problems. Instead of reaching for a training solution, you need to (work with a manager to) carry out a Performance Analysis to diagnose the (actual) problem, identify the best solution(s) – which may or … Modern Workplace Learning
Jane Hart
APRIL 29, 2013
In my previous post I showed that an analysis of how Knowledge Workers like to learn at work suggests that L&D departments should consider working more closely with people managers to support the continuous development and performance improvement of their people – both in teams and individually.â?¦
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Harold Jarche
OCTOBER 8, 2020
It’s an easy check mark to show that action has been taken, assuming that improving individual skills is the core issue that needs to be addressed. But training does not improve diversity. Improving diversity is not really a learning issue.
Harold Jarche
OCTOBER 9, 2020
Many workplace performance issues cannot be solved through training, such as: Poor communications. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. When performance is infrequent.
Harold Jarche
MAY 11, 2020
Whether you stay with distributed work or go back to a location, improving meetings will not only raise morale but make room for what is really important in every workplace now — learning. Management Performance ImprovementWhen all you have is Zoom, every work-from-home office looks like an endless face-to-face video call. I have been working remotely since 2003. Video calls have been a regular part of my work and I have used pretty well every platform available.
Harold Jarche
APRIL 9, 2019
Improving Organizational Performance. Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. While better collaboration can justify social tools, improved cooperation can ensure their long-term use by a hyper-connected workforce. Performance Improvement PKMastery SocialLearning
Harold Jarche
AUGUST 6, 2019
Performance Improvement SocialLearningHere is the advice of the co-founder of Degreed on a ‘ workplace self-training paradigm ‘ First, encourage them to think of reskilling as a game — one they now have more control over winning … Next, help workers manage their skills with regular checkups to evaluate their current expertise against market conditions … Finally, work with employees to pinpoint opportunities to put their new skills into action.
Harold Jarche
NOVEMBER 12, 2019
Complexity Management Performance ImprovementNancy Dixon tells a wonderful story about ‘Researcher’s Square’ and the hallway of learning. The whole story is well-worth your time. It describes how a diverse group of mostly independent researchers who worked in their individual offices were able to cooperate and even collaborate due to a change in the built architecture.
Harold Jarche
JULY 18, 2019
Taking financial incentives away from daily work improves collaboration between departments and professionals. Books Complexity Performance Improvement“Silos are cultural phenomena, which arise out of the systems we use to classify and organize the world,” states Gillian Tett in The Silo Effect. Silos are bounded hierarchies that define specialized work or areas of knowledge.
Harold Jarche
SEPTEMBER 11, 2019
This is the team value-add for knowledge management which improves sensemaking across the organization. Leadership Performance Improvement SocialLearningIn working collaboratively & learning cooperatively I noted that team collaboration requires the transparent sharing of knowledge — using enterprise social networks and other technologies — so that everyone on a team knows what is going on and why. Decisions, and why they were made, are shared.
Harold Jarche
AUGUST 22, 2018
They did, and the generator performed to perfection. Innovation Performance ImprovementI concluded a few years back that rates based on time at work only help to put you into a pigeon hole so that HR and Purchasing can easily classify you. Knowledge professionals are not pigeons. I have noticed a tendency over the past decade to push wages and fees down. Some may say it’s just the supply and demand conditions of the market.
Harold Jarche
AUGUST 8, 2018
My social learning workshop provides one approach for improving the workplace performance spectrum, and the 70:20:10 Institute offers several programmes. Performance Improvement SocialLearningJane Hart has been asking her readers what are the most useful/valuable ways that they learn for or at work.
Harold Jarche
FEBRUARY 23, 2018
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. The university transitioned from designing processes for formal learning to increasing support for informal learning by: Establishing a learning & performance innovation team. Our target is performance.
Harold Jarche
APRIL 30, 2019
One flaw in maturity models is they provide a specific point at which we are assumed to be mature, and imply we have nothing else to learn or improve. Performance Improvement“Growth is not linear and it doesn’t happen in discrete phases marked by convenient external characteristics” — which is why maturity models are wrong — according to Christiaan Verwijs , specifically looking at agile models.
Harold Jarche
MARCH 24, 2019
I suggested that high physical functionality is always necessary for any tasks that have been determined necessary (in a training needs analysis) for job-ready performance. Performance Improvement TechnologyWere 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? I don’t know and I cannot speculate.
Harold Jarche
NOVEMBER 3, 2019
In these times of staff shortages in healthcare, we need to improve communication and knowledge-sharing. Learning Performance ImprovementThis past year my wife and I have spent a fair bit of time in hospitals and doctors’ offices, helping friends navigate the healthcare system. One thing we have noticed is the siloed nature of medicine here.
Harold Jarche
JULY 21, 2014
I created a performance improvement toolbox when I started this blog in 2004, and have kept adding to it over the years. I often look at workplace performance first from the perspective of whether the situation we are trying to address is complicated or complex. Training can be good to develop ways to reduce errors, which is only one part of improving organizational performance. Prescribing training to address complex performance situations will not work.
Harold Jarche
MAY 8, 2017
Many people cannot make the leap from course development, to performance consulting, and social learning. Learning Performance ImprovementTraining courses are artifacts of a time when resources were scarce and connections were few. That time has passed. The roots of training are to get a lot of people to do the same thing competently. The Roman army trained soldiers for battle and many other duties, like building roads. Standard methods were developed.
Harold Jarche
NOVEMBER 17, 2015
This will build resilience into the knowledge networks that drive organizational performance. Learning Performance Improvement“Apprenticeship is the way we learn most naturally. It characterized learning before there were schools, from learning one’s language to learning how to run an empire.” ” – Cognitive Apprenticeship: Making Thinking Visible.
Harold Jarche
DECEMBER 17, 2017
“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. Here again it is about achieving the desired performance improvement in the context of the individuals or teams who want to work better together. In the performance paradigms, working = learning is achieved using such models as performance support, microlearning and social learning.
Harold Jarche
FEBRUARY 11, 2015
If you are interested in organizational performance issues, here are a few points to ponder. Compliance training is a standard response by industry regulators when dealing with human performance issues. The owners of compliance standards, whether authorities like government and regulatory bodies, professional bodies, or internal legal counsel, are stuck in a mindset that in order to get good workplace performance you must have training. Unclear performance measures.
Harold Jarche
MAY 10, 2017
Such an assumption ignores or refutes the influence of job experience or exposure to others, on human performance. If half of the military training model was good enough for decades, just imagine how much better 100% will be for organizational performance. Performance Improvement SocialLearningThe training industry is based on models that were developed for the military.
Harold Jarche
SEPTEMBER 8, 2013
Charles Jennings explains the framework in detail so that organizations can use it to improve how people work and learn at work. Books Informal Learning InternetTime Learning Performance Improvement SocialLearning 70%: Experience. 20%: Exposure. 10%: Education.
Harold Jarche
JANUARY 25, 2016
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. Performance Master Builder. Performance Game Changer. Performance Tracker. The reference model integrates training, performance improvement, and social learning.
Harold Jarche
MARCH 5, 2017
Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. While courses cannot be developed to directly improve these human traits — curiosity, creativity, empathy, passion, and humour — systems can be put in place to promote them at work. To improve insights on an organizational level, all work should be focused on learning. Prescribing training to address complex performance situations does not work.
Harold Jarche
MARCH 7, 2016
not just through conventional training but as people carry out their daily jobs) and how performance problems can be solved in different ways. It also means that learning and performance improvement is no longer the sole remit of the L&D department, but something that everyone in the organisation – managers and employees alike – has responsibility for.” Informal Learning Performance Improvement SocialLearning
Harold Jarche
APRIL 24, 2017
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. Harold’s Performance Improvement Toolbox. When Your Employees Can Solve The Biggest Problems With Performance Support. Learning after Benchmark performance with each other.
Harold Jarche
SEPTEMBER 17, 2013
His perspective is based on what has been my professional practice for almost two decades: performance improvement. Klein has some advice on how “to strengthen the up arrow”, or improve insight. Books Performance Improvement PKM Following Gary Klein on his search to find out how insight happens is a pleasurable, even mind-blowing experience.
Harold Jarche
AUGUST 31, 2016
The biggest challenge, as Charles notes, is to ‘imagine the different’ Learning Performance ImprovementAt work and in school we are pretty good at creating documentation to share explicit knowledge. This is the kind of knowledge that goes into training programmes. It’s the result of interviews with subject matter experts and reviews of the field of study. For the most part, it’s stuff that is easy to codify and share.
Harold Jarche
APRIL 16, 2013
I would suggest first moving from training delivery to performance improvement. skilled at performance consulting. Forget about social learning, for the time being, and focus on performance support tools and job aids. Performance Improvement SocialLearning Work Donald Taylor asks where your learning & development (training) department resides.
Harold Jarche
JANUARY 23, 2013
Informal Learning Learning Performance ImprovementCatherine Lombardozzi writes, in Time for an Evolution : To those of you who feel like you just stepped into the middle of a conversation, a learning environment (to my mind) is a collect of resources and activities for learning. The resources may be inanimate or human; the activities may be formal or informal. A well designed learning environment is curated with a specific need in mind.
Harold Jarche
MARCH 26, 2012
Through collaborative work, get feedback on where performance support may be required and if training is needed. Everyone is involved in what used to be the instructional design process, but now there is a focus on collaboration first, performance support when needed, and training as the last choice. Communities InternetTime Performance Improvement SocialLearning Work
Harold Jarche
NOVEMBER 24, 2012
As my colleague Jane Hart shows in this image, there is a lot of room to expand as a learning and performance consultant. InternetTime Performance ImprovementMy colleagues and I often get cast as informal learning zealots in pieces written to placate the training industry and maintain the status quo , especially the lucrative compliance training market.
Harold Jarche
SEPTEMBER 23, 2012
This past year I conducted an online workshop called “ from training, to performance to socia l “ In November I will be running one on moving from a training to a performance support focus and this will be followed by a workshop on social learning for business. from training to performance to social from Harold Jarche. Performance Improvement SocialLearning
Harold Jarche
FEBRUARY 13, 2013
Now think of this from a workplace performance perspective. If we look at workplace performance support as curation, then creating spaces for conversation would be an obvious component. NetworkedLearning Performance Improvement SocialLearningCuration is more than integration , writes Rick Segal in Forbes [via Robin Good ]. Segal discusses how marketing is about curating all the conversations around a subject.
Harold Jarche
OCTOBER 22, 2012
Extrinsic rewards only work for simple physical tasks and increased monetary rewards can actually be detrimental to performance, especially with knowledge work. With this in mind, there are times when rewards and consequences are not linked to a desired performance, and this can lead to confusion or even worse. Rewards are still an important aspect to consider in workplace performance. In the case of the researchers described above, not performing is rewarded.
Harold Jarche
FEBRUARY 13, 2011
Managers and workplace performance professionals should focus on Working Smarter , by helping people learn and develop socially. Informal Learning Performance ImprovementEfficiency is doing things right. Effectiveness is doing the right things. Peter Drucker. Dan Pontefract is quite clear in Dear Kirkpatrick’s: You still don’t get it : Let me be clear – training is not an event; learning is a connected, collaborative and continuous process.
Harold Jarche
FEBRUARY 21, 2013
Informal Learning Performance Improvement SocialLearningJane Hart’s recent post on changing the role of L&D (learning & development) explains how training departments need to move beyond packaging content and toward scaffolding and capability building. What I like about this matrix is that it makes it easier to describe my professional services in the organizational learning area. I have highlighted my areas of focus in red.
Harold Jarche
JULY 10, 2012
We launched a new online workshop today called, From Training, to Performance, to Social. I came up with the idea while conducting one of the PKM workshops and noticed that many people either mixed up training with performance improvement, or thought of social learning as merely a bolt-on to a formal course. We will move to performance improvement tomorrow and then focus on social learning all of next week. InternetTime Performance Improvement SocialLearning
Harold Jarche
FEBRUARY 7, 2012
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. Workplace training models, including human factors engineering, emphasize the fit between environment and person and seek out optimal conditions for performance.
Harold Jarche
MARCH 12, 2013
In my presentation, From Training, to Performance, to Social , I describe how Human Performance Technology (HPT) is systemic and systematic, but not very human. from training to performance to social from Harold Jarche. However, HPT, especially performance analysis can be a useful tool, if used selectively and appropriately. A trained worker, without the right resources and with unclear expectations, will still not perform up to the desired standard.
Harold Jarche
AUGUST 20, 2012
This makes sense: A high-performance group is a group that learns, a conclusion that you should draw regardless of your starting point. 21C_Leader Innovation Performance ImprovementEugene Kim looks at a variety of disciplines in the collaboration space, using LinkedIn network analysis to see if and how they are related. The resulting map, and Kim’s explanations are most interesting for anyone doing work related to enterprise collaboration.
Harold Jarche
JULY 28, 2011
The above diagram, by Nick Milton , shows some important aspects of what influences performance [hint: blue]. Therefore there is no such thing as “ knowledge transfer “ Second, performance is taking action on knowledge. This influences the third key point, that reflection of one’s performance is an important part of the learning process and this is often in a social context as well. LMS are disconnected from 1) Experience, 2) Performance & 3) Reflection.
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