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Archive for the ‘Learning @ the Point of Work’ Category

7-Right Things Road Map Sustained Workforce Performance

May 25, 2017 2 comments

My most recent post addressed the concept of ACCESS to working knowledge at the Moment of Need and often at the Point-of-Work as being essential to drive tangible business results. In that post I included a list of 7-Right Things that, in essence, provide a road map of sorts to accomplishing holistic discovery and support for intentional design. Unlike the narrow scope of a Training Needs Assessment, tracking down the truth behind the 7-Right Things enables us to include the entirety of the learning and performance ecosystem we should be embracing with our solutions. This practice is critical given that training alone cannot drive performanceonly potential. Read more…

Is Managing Learning Enough…Or Is Broader ACCESS the End-Game?

May 22, 2017 2 comments

Actually it’s NOT an either or question, but…I must add to the title right up front to provide a hint of where I’m going…ACCESS is not exclusive to learning. A few years back I was at a Masie conference and was blessed to sit in a breakout session featuring Larry Prusak, a former IBMer, billed as a Knowledge Management guru. I was on an L&D oriented mission to find a short cut to “knowledge assets” because our LMS was the equivalent of a black hole.
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Going Ninja & the Covert Art of Hiding 70:20:10

March 24, 2017 1 comment

After surviving in the L&D profession for over thirty years, I continue to ponder what is it going to take to trip the trigger that deploys the training air bag? C’mon, man! We’ve tried everything known to humans so far…we gamify, we MOOC, we micro, we burst, we space, we go virtual, we go mobile, we asynch, bi-synch, tri-synch, and…and…and it’s still training, and we continue to follow the same road map to achieve the most effective training outcomes using myriad methodologies and technologies. How many times will we endure the collision with a proven reality…yes…a documented…self-inflicted reality…at levels 1 & 2…that training, in and of itself, only drives potential? Read more…

Training Is Not “Predicament-based” & That’s a Predicament

March 16, 2017 1 comment

It’s funny how the craving to grind out a new blog post is often flung upon me by falling into a collegial scrum triggered by a well-written article. In this case, the article was an ATD post I totally missed that surfaced back in February – The Future of Learning Is Not Training. What tripped my trigger was not the article but the reader comment thread attached in one of the LinkedIn groups I follow. As is my usual practice, I read the comments first…and then got sucked into the article. Glad I moved beyond the scrum… Read more…

Attention Span of a Gnat?

February 21, 2017 2 comments

This and other derogatory descriptions of the Millennial generation have filled many of the posts in my networking groups. Often the source offering the descriptions belongs to the Boomer crowd. It’s so easy to stand in the comfort of your own state of being and point to another and clearly define THEIR problems and shortcomings. I think most of it is crap. Seriously, look around; look around at the environment and the velocity of work demands we ALL face. Maybe having the concentration agility of a gnat is not such a bad thing. Read more…

Micro-Learning Is Bigger Than You Think…And Not Just For Learning

December 29, 2016 22 comments

I was recently drawn into a discussion on LinkedIn while trolling one of my groups to comment on a topic “How long should micro-Learning be?” Great question and timely since micro-learning (ML) seems to be receiving a lot of press lately. My answer was simply, “It should be long enough!”  Hey now…that’s better than the stock performance consultant response of “It depends!” But it does depend…it depends on whether you are looking through a training lens or a performance lens. Read more…

Onboarding Vs. Waterboarding: Is There a Difference?

September 20, 2016 Leave a comment

Yes, this post is likely to morph into a rant; the first clue is in the title. Is there a difference between your onboarding process and the process of waterboarding? One uses water…and the other holds the new hire down and administers enough information at a continuous pace so they get the overwhelming sensation of drowning. Which one do you put your new hires through? Read more…

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