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?¦

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.

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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.

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

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.

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.

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.

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.

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

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.

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

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.

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

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

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.

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.

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

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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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

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

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

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?

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.

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.

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

PKM 31

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. Tags: Performance Improvement

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.

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.

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.

How to become a Collaboration Consultant

Jane Hart

The advent of social technologies brings huge benefits to a work team, including the facility to improve communication, enhance continuous learning and performance improvement and capture organisational knowledge.

Workplace Learning is not the same as Education

Jane Hart

“ Continuous learning and performance improvement lies at the heart of any business – not packaged training courses, programmes or events. “The business of Education is education; the business of Business is business.“

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

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Agility through collaboration

Harold Jarche

Tags: Learning Performance Improvement

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

Social Collaboration 101: How to help a team learn as they work together

Jane Hart

The advent of social technologies brings huge benefits to a work team, including the facility to improve communication, enhance continuous learning and performance improvement and capture organisational knowledge. Next public online workshop runs: 4 – 29 May In the workplace, people learn continuously as a result of working in their teams.

Business Practice Redesign

John Hagel

Maybe they’re actually becoming a barrier to performance improvement rather than a prerequisite for performance improvement. If we’re spending more and more of our time outside established processes, maybe we should shift our focus away from processes and focus instead on the practices that small, front line work groups use to improve their performance over time by learning faster on the job. Learning faster to accelerate performance improvement.

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

Social Collaboration 101 (Online Workshop)

Jane Hart

The advent of social technologies brings huge benefits to a work team, including the facility to improve communication, enhance continuous learning and performance improvement and capture organisational knowledge. Next public online workshop runs: 4 – 29 May In the workplace, people learn continuously as a result of working in their teams.