Is Your Curation Tied to Intentional Design?

I’ve written about Intentional Design previously and not surprisingly it targets both learning AND performance.  Maybe the better title for this post would’ve been Are You Curating for Learning or Performance? I chose intentional design in this title because it’s not an either/or effort…we should be curating for both…but methinks if traditional L&D is the curator-in-charge the focus is not going to include Performance…not Point of Work focused…nor Moment of Need responsive. That’s why I offer this thought…Are our curation efforts as intentional as our design? (more…)

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L&D: Chasing Right Outcomes With Wrong Outputs

One never knows how having a good conversation with a friend and respected colleague like Mark Britz can uncork a brilliant idea for a blog post that I had not planned to write. We were discussing the painfully slow adoption by L&D organizations of the illusive performance paradigm. We both blog and always search for the right words, and that’s when Mark dropped a statement that flung a craving on me to write this blog: “L&D is chasing the right outcomes with the wrong outputs!” (more…)

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Point-of-Work & ADDIE? Say It Ain’t So…

My recent post  “70:20:10 – Myth or Legend?” roused a few readers to offer up some really solid comments, and there were a few that left me feeling like I was at a NASCAR race and just shouted “Ford Rules!” Now if you’ve never been to a NASCAR race, let me tell you this about that…every fan has a favorite make of car and nothing shall come between them and their brand…except maybe a case of Budweiser! And so it seems is also true with training design models. And rumor…

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“Check Box” Training, or Is It “Check Box” L&D?

It’s Saturday morning, and am fully caffeinated…sitting on the deck and nursing on the business end of a fairly decent cigar. It’s odd moments like these that a craving to rip out a blog post gets flung upon me. Out of the blue a question landed on my brain and I thought was significant enough to help make the point I seem to endlessly make on my previous posts. Training alone does NOT drive performance, it only contributes to potential. I know, I know, those of you who keep coming…

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Attention Span of a Gnat?

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…

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

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. (more…)

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The Consistency of Disruptive Innovation

One of my favorite movies of all time is “Little Big Man” starring a very young Dustin Hoffman who was abducted as a toddler by Indians…yes, I know, Native Americans. He grew up through childhood to become a young adult brave, and had an adopted grandfather who was also the tribal medicine man. Whenever he was confronted with a challenge growing up the old man would always say…sweeping his arm wide, “Endeavor to persevere!”. When confronted with people who seemed bent on destroying him, the advice given by the old man…

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Onboarding Vs. Waterboarding: Is There a Difference?

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? (more…)

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70:20:10? Or Is It…85:12:3?

<Rant> To answer the question suggested by the title I offer another question – “Who gives a rip?” – as long as the end-game drives sustained workforce capability. The correct ratio is only correct if the end-game is reached. (more…)

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