Home > Continuous Learning > Velocity of Business Changing the Training Game

Velocity of Business Changing the Training Game

What rules of training engagement are changing in your world? Many of us witness the velocity of work demand increasingly rapidly. The need to perform flawlessly is converging with the need to learn just-in-time. This is happening outside of the scope we currently support. Training traditions we hold dear are no longer able to keep up. What are you doing in your training organization to supplement your core efforts in order to keep pace with demands from the workforce?

Write an answer on Quora…here’s the link:

With the velocity of business increasing, what are training organizations doing to keep pace?

Gary Wise
Learning & Performance Solutions Strategist
LinkedIn Profile
Twitter: Gdogwise

  1. January 14, 2011 at 1:59 am

    I read the discussion on Quora. Here is my take:
    I read @Nemo’s comment with interest. Just a couple of days ago, I had checked out a similar tool, Kinetic Glue (again, I’m not connected with them in any way). Both appear to provide highly effective secure access to a “relevant” social network to a corporate user.

    I would suggest that for organizations, the most effective and complete learning will provide “pull” procedural training and support at the point of need, such as an EPSS like Epiplex, DAtango or STT Trainer along with relevant access to the human or social network with the underlying implicit knowledge, offered by tools like Bloomfire and Kinetic Glue.

    The picture is still missing a few pieces in terms of training analytics perhaps. What do you think?

    • January 14, 2011 at 8:33 am

      I agree completely that the concept of “pull” by the learner, particularly in their moment of learning need, is an essential requirement to supporting learning as an ecosystem. The EPSS (Electronic Performance Support Systems) are a perfect technology to accomplish this “pull” capability, though not the only ones. The topic of analytics is worthy of further conversation and I’m working on a blog post to that end now. In short, we need to be able to confirm or deny that any intervention we choose to undertake drives impact…and not just a flash in the pan, but an impact that is sustainable. I’m familiar with three other EPSS platforms [Panviva & LearningGuide & uPerform], and all three have a tracking capability that identifies WHO accessed content and WHAT content they accessed. That is about the limit of analytics; and here’s where I have some issues, are we measuring training or are we measuring performance support? Training is easier because it is an event that has a beginning and an end. When you consider performance support, it can be spontaneous and not consistently used across the user population and it can exist in multiple venues. To you point, access to support venues should include “pull” but should also access a “network” of other relevant venues [social included] that match up to the need by that worker in that moment. And when you consider all the forms performance support can take…like downloadable docs, collaboration among peers, SharePoint wikis/blogs, access to SMEs, social networks, communities of practice, accessing in-house on-line knowledge bases, etc.; we can see a broader array of “things” that comprise an aggregate contribution to impact and are not so easily measured…which speaks to your “missing pieces” comment.

      I’m in agreement, to an extent. I do not feel performance support “analytics”, addressed in the form we strive to acquire training analytics, is as neatly definable. My point is that training analytics track the impact of training…and performance support is not training per se, it’s informal learning. Learning, knowledge, information, or human assets necessary to solve a moment of need in the performance support world may have absolutely nothing to do with training [formal learning]. I think we have need of a new “analytics paradigm” to track the many-faceted concepts of performance support. At this point, we can track volume of PS accessed from the EPSS by whatever demographics we attach to the user…name, title, role, dept, etc…beyond that I’d be hard-pressed to capture anything else without having some live conversations with those who use the venues and simply ask something like…”What have you been able to do faster, cheaper, or better since you have had access to [enter the venue of your choice here]?

      I don’t have the answer to the missing analytics piece, but think that it is a puzzle we need to solve, if for no other reason than to provide tangible evidence that EPSS or any other performance support solution is viable.

      My whole point on my writings on this blog are that we need to move downstream, post-training, to support the workforce in their work context, and it is a “tough sell” to some parts of the organization. To others, typically the operational side of the business, it is a “lay up”. Having tangible evidence of success would certainly grease the skids for those tougher selling moments. Each vendor who sells these solutions has their proof, but not much has been published outside of the vendor sales perspective and packaged in such a way to challenge this thinking shift to performance in the work context.

      Thanks for your comment and continuing an important dialogue.

      Take good care!


  2. January 17, 2011 at 1:14 am


    Thank you for the interesting discussion. I do agree that we need a new “analytics paradigm”. The vendors do have various forms of analytics. Most deal with the What and Who; some also capture performance benchmarks and time btw, I am familiar with Panviva and uPerform to some extent). None of them give a complete view of the performance improvement that such support delivers.

    The key issue here is, we are yet to define performance improvement metrics that are both standard enough and at the same time provide sufficient flexibility to map to performance indicators in individual organizations and also consider the fine differences in performance between individuals.

    I will look forward to your post on the analytics bit.

  1. No trackbacks yet.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

%d bloggers like this: