Supporting continuous learning and performance improvement – a vital new area of work

Jane Hart

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?¦

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.

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

the uncertain future of training

Harold Jarche

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 missing half of training

Harold Jarche

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.

imagining open collaboration

Harold Jarche

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.

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. Informal Learning Performance Improvement SocialLearning

moving to social learning

Harold Jarche

Courses, with their long development cycle, are inadequate to meet the learning and performance needs of those dealing with complexity. Performance Improvement SocialLearning “We are living in a world where access trumps knowledge every time.

the bridge from education to experience

Harold Jarche

This will build resilience into the knowledge networks that drive organizational performance. Learning Performance Improvement“Apprenticeship is the way we learn most naturally.

Preparing your workforce for tomorrow

Harold Jarche

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.

enough training

Harold Jarche

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. Unclear performance measures. When performance is infrequent.

Experience, Exposure, Education

Harold Jarche

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.

Seeing What Others Don’t – Review

Harold Jarche

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

Review 169

The risky quadrant

Harold Jarche

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

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

Work environment design for learning

Harold Jarche

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.

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Ask not for whom the Reaper comes

Harold Jarche

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 Improvement

Training Evaluation: a mug’s game

Harold Jarche

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.

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 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 185

Scaffolding and capability building

Harold Jarche

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.

Create conversation spaces

Harold Jarche

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 SocialLearning

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.

Compliance of an industry

Harold Jarche

Mandated training is a standard response by industry regulators when dealing with human performance issues. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. When performance depends on a large body of information.

Experience-Performance-Reflection

Harold Jarche

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. Performance Improvement SocialLearning

Organizational change, unpacked

Harold Jarche

Performance Support. Even performance support tools can be developed centrally, by external consultants or an internal team. Tags: Informal Learning Performance Improvement Wirearchy

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The collaboration field needs to cooperate

Harold Jarche

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 Improvement

The right tool for the right job

Harold Jarche

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. Performance Improvement

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Will’s Learning Landscape Model

Harold Jarche

Overall I find the model useful, though I would replace “Learning&# (at 2:15) with “Instruction&# , because that’s really what training departments provide in order to promote on-job-performance. Learning Performance Improvement

The Future of the Training Department

Harold Jarche

You’re redeploying training staff as mentors, coaches, and facilitators who work on improving core business processes, strengthening relationships with customers, and cutting costs. Tags: Informal Learning Performance Improvement

Mapping quality with VNA

Harold Jarche

This is a limitation of performance analysis as it often misses the social aspect of organizations. Incorporating a process map like performance analysis into a value network analysis might give us deeper insights into how an organization and its people actually work.

Connect, exchange, contribute

Harold Jarche

NetworkedLearning Performance ImprovementTweet Highlights from Skills for Learning & Development Professionals (an article I wrote for T&D Magazine in 2008). My experiences over the past three years have shown that these skills are still necessary in the workplace.

from training to performance to social

Harold Jarche

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

New Hire Practices

Harold Jarche

Communities Performance Improvement WorkTweet I know that there are no “best practices&# in new hire development, also known as onboarding, as each organization is unique and often rather complex.

Working Smarter, one day at a time

Harold Jarche

I’ve highlighted some of the questions on performance improvement asked yesterday and expanded on the responses, including links: Q: Where does performance support as a process integrate into social tools and learning at the time and place of need?

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).

Agility through collaboration

Harold Jarche

Tags: Learning Performance Improvement

Validation and feedback

Harold Jarche

Which is based on an old military approach, Training Validation , as exemplified by the Canadian Army : On-job Performance. On-job performance is an evaluation measure that aims to determine if the trainee has been able to transfer the knowledge, skills or attitude learned in the training environment to the real world of the job. Within the ASAT, on-job performance is an element of validation conducted after at least three months following the training event.

A curved path to social learning

Harold Jarche

Performance Support. If not, that means that organizations need to understand and implement something like a human performance technology model for L&D before they can move on to social learning. They have not made the move to Stage 3 (Performance Support) yet.

PKM: Working Smarter

Harold Jarche

Improving your personal productivity (SENSE & USE). Tags: Communities Informal Learning InternetTime Performance Improvement In PKM in a Nutshell , I linked my various posts on personal knowledge management to make the framework more coherent.

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