the uncertain future of training

Harold Jarche

Training courses are artifacts of a time when resources were scarce and connections were few. The best tool we have to deal with uncertainty is human learning. Many organizations block access to resources. Learning 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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Trending Sources

My top 10 favourite resources from February

Jane Hart

In February I added links to over 100 resources in my 2012 Reading List , but these are my 10 favourite. ” 9 - The 0% solution to learning , The performance improvement blog, 23 February 2012.

Work environment design for learning

Harold Jarche

Catherine 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. Informal Learning 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?

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. By 2007, PKM had become my best tool and I had once more revised my processes.

Organizational change, unpacked

Harold Jarche

Performance Support. I’ve linked the sections to my posts that describe some of these terms in more detail [Feel free to suggest better resources/links for the sections I've missed]. The resulting tools are then sent throughout the organization to be used at work.

A new framework for supporting learning and performance in the social workplace

Jane Hart

Social tools are changing not only the way that professionals are working and learning but also the way that organisations are transforming into social businesses. 2 – Performance Support Services. 4 – Performance Consulting Services. TOOLS & PLATFORMS.

Sales eLearning – 21 Great Resources

Tony Karrer

Of course, it’s such a big topic that I decided to cheat and quickly point the person to eLearning Learning and particular to eLearning Sales , eLearning Sales Metrics , Sales eLearning Case Studies , and Sales Performance Support. Data Driven - eLearning Technology , December 10, 2008 Will the retail sales training change behavior in ways that improve customer satisfaction? Certainly Work Literacy has a learning and performance focus and is a passion of mine.

Why your Enterprise Social Network is your most valuable social learning platform

Jane Hart

It is an extract from my recent book, Modern Workplace Learning: A resource guide for L&D. That is, it helps to think in terms of performance outcomes – i.e. what individuals need to be able to do as a result – rather than on learning outcomes or course completions.

leadership is learning

Harold Jarche

What is interesting to me about all this is that I have completely ignored my daughter’s work other than to listen when she wants to share and to provide the digital tools that make it possible.

What Are the Chances of Pragmatic Pathways for Social Business?

Luis Suarez

And while reading through a bunch of different resources reflecting on the implications (That piece from Jeff Jarvis alone is absolutely stunning and worth while reading through it on its entirety!),

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. A second significant challenge (and blind spot for many L&D departments) has been the provision performance support.

Enterprise Community Management: “joining up” learning and working

Jane Hart

This is often due to the fact that they need to provide quantifiable success metrics for their own activities, and find it hard to isolate the results of their “learning support” activities from overall team or business performance improvements.

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. Each group has its own work context so it becomes critical to involve each group in the design of tools and interventions. Individual Training.

Do you have the passion of the explorer? If you do, what kind of employer could attract you away from entrepreneurship?

Ross Dawson

Resourceful and imaginative, they try to identify novel ways of using the tools and resources available to them to improve their performance.

Companies and Movements

John Hagel

Accelerated learning and performance improvement – As the smaller groups share their results and see which approaches are yielding higher impact and which approaches a falling short, they can learn much faster than if they just focus on their own efforts and move to higher and higher levels of performance. What tools or resources can we provide to these creation spaces to accelerate and expand impact?

A unified performer-facing environment

Harold Jarche

Clark Quinn describes the need: What seems to me to be the need is to have a unified performer-facing environment. It should provide access to courses when those are relevant, resources/job aids, and eCommunity tools too. And it should be performer- and performance-centric, so I come in and find my tools ‘to hand’. Tags: InternetTime Learning Performance Improvement Work

Overcoming the Course and Control mindset hurdles

Jane Hart

accepting the fact that many people prefer to learn informally and are doing so continuously – because they now have the tools and easy access to sources to do so.

What's the Future of Jobs?

John Hagel

Fourth, if the children are not deeply passionate about these disciplines and simply going into them because they will provide a sustainable career, they will most likely fail as the mounting performance pressure leads to growing stress and ultimately burn out. Coaches – these are people who help us to accelerate our learning and performance improvement in a broad range of domains that are meaningful to us, ranging from job skills to wellness and relationships.

Anticipating the Next Wave of Experience Design

John Hagel

  It is no longer enough to design products and services so that they have aesthetic appeal and perform well.  What if we could apply the tools and principles of experience design to help each of us to more effectively drive more rapid waves of learning and performance improvement by working together?    It is a remarkably accurate description of operating performance improvement in many industries. 

From Courses to Campaigns : using the 70:20:10 approach

Charles Jennings

Courses may help with the basics, or to refresh our knowledge, but courses alone won’t deliver high performance. This is why it is better to approach performance challenges with a campaign mindset than a course mindset.

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Social Collaboration Services: the missing piece in the L&D jigsaw

Jane Hart

Performance Support Services focus on providing access to, and supporting use of a range of resources (content and people) for performance improvement. This post is an extract from a new Internet Time Alliance whitepaper, available in both web and PDF formats.

Through the Workscape Looking Glass

Jay Cross

Let’s talk about performance.” . Clark Quinn’s recent book, Revolutionizing Learning and Development , slams L&D, which should be named Performance and Development, for seriously underperforming. . Top performers are the 20% of the team that generate 80% of the results.

Dear C-Suite: We Don’t Do Training Anymore

Dan Pontefract

” Jane Hart, founder and principal of the Centre for Learning & Performance Technologies, says, “formal training has been the standard way of developing people for so long now that it has just become accepted practice that this is the way things are done.”

50 suggestions for implementing 70-20-10

Jay Cross

In the old days, work was mechanical; workers learned the skills and knowledge to do their jobs from training sessions and then performed their job function. Many of them will leave the human resources silo to tackle challenges in a new integrated way across the company.

Enterprise Social Technology – Review

Harold Jarche

It’s main focus is on marketing, sales and online reputation management, coupled with explanations of tools and platforms. The book is not focused on social media for workplace performance improvement, my own area of professional interest.

When it's just so obvious NOT to train it's painful to watch it happen

Charles Jennings

And all those expensively-produced User Guides are simply a waste of the Earth’s limited natural resources. Truth 3: Post-Training Drop-Off Harold Stolovitch & Erica Keeps carried out some very interesting research on desired vs. actual knowledge acquisition and performance improvement.

The Community Library in Our Emerging Knowledge Economy

Irving Wladawsky-Berger

As computing, digital storage, and bandwidth performance improve exponentially, virtual [knowledge] flows are likely to grow more rapidly. The study further points out that: “Talent migrates to the most vibrant geographies and institutions because that is where it can improve its performance more rapidly by learning faster. Its classic role as curator of its content and information is now extended to a hybrid collection of digital, as well as physical resources.

50 suggestions for implementing 70-20-10 (2)

Jay Cross

Charles Jennings reports that performance inevitably improves when managers ask their team members these three simple reflective questions: What are your reflections on what you’ve been doing since we last met. My next post will deal with the improving the 20%: Learning with others.

eLearning Conferences 2012

Tony Karrer

link] November 30-December 3, 2011 Learning Resources Network (LERN) Annual Conference: Mobiles – The New Frontier, Sheraton New Orleans, New Orleans, Louisiana, USA. link] April 2-4, 2012 Electronic Resources and Libraries Conference, Clayton R.

eLearning Conferences 2013

Tony Karrer

link] December 11-13, 2012 International Congress of Quality Management in Education and Training Systems : Role of Good Practices and Prospective Studies in Improving the Quality of Education Systems, 9 th , Rabat, Morocco. Clayton R.

50 suggestions for implementing 70-20-10 (5)

Jay Cross

The more we pay attention to this direct relationship, and the more senior leaders do everything they can to ensure the tools, resources and opportunities are at the fingertips of these managers to assist people who are at the heart of the customer experience, the.

eLearning Conferences 2011

Tony Karrer

link] or [link] December 1, 2010 UNESCO-Commonwealth of Learning Policy Form on Open Educational Resources (OER): Taking OER beyond the OER Community – Policy and Capacity, UNESCO Headquarters, Paris, France.

Taking The Path of Most Resistance: The Virtues - Bob Sutton

Bob Sutton

The Problem With With Women Bosses -- Human Resource Executive. Boris Groysberg: Chasing Stars: The Myth of Talent and the Portability of Performance. Shawn Achor: The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work. Shawn Achor: The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work. Culbert: Get Rid of the Performance Review!: ARSE Tools and Tips.

A Learning Reformation

Harold Jarche

Workers, provided the right tools and resources, can figure out what they need to learn. Use Networks as research tools. Your phrase “shift the focus to creativity, innovation, and helping people perform better, faster, cheaper” really hit the spot with me.

The Power of Pull Has Finally Arrived

John Hagel

Pull allows each of us to find and access people and resources when we need them, while attracting to us the people and resources that are relevant and valuable, even if we were not even aware before that they existed. Finally, in a world of mounting pressure and unforeseen opportunities, pull gives us the ability to draw from within ourselves the insight and performance required to more effectively achieve our potential. Performance improvement and learning.

My Twitter Weekly Links Digest for 2011-08-07

Jane Hart

RT @ charlesjennings : @ JaneBozarth Informal Learning strategy – slide 15 here shows the essential tool, Jane. RT @ JaneBozarth : The bad news: No magic authoring tool is going to do this for you. RT @ mashable : New Classroom Tool Uses Laptops & Phones for Instant Assessment – [link] #. What if HR was all focused on human resources (not just policies benefits liabilities)? Powered by Twitter Tools.

Making Your L&D Department Meaningful & Relevant

Charles Jennings

The question is usually ‘what can I do to ensure that the CEO or Director views L&D as a strategic business tool and not another also-ran support function’. improvement for the former versus 6.7% improvement for the latter). Explain performance evaluation standards.

Data Driven

Tony Karrer

At the start of any performance improvement initiative, there is a question of whether the initiative is going to have real impact on what matters to the organization. Will the retail sales training change behavior in ways that improve customer satisfaction?