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Posts Tagged ‘Discovery & Consulting’

True Confessions from a Performance Ninja

May 31, 2017 11 comments

This is a true story. No instructional designers or facilitators were harmed…threatened a little…but not harmed permanently.

It was a Monday morning. Early. I’d already sucked down three cups of coffee…not counting the venti bold with a shot on the way to work. I could no longer hear the ringing in my ears due to the buzz in my brain now masking all other real or imagined internal bodily noises. Read more…

Managing Change or Leading Change: Does It Matter?

July 28, 2016 Leave a comment

At first glance Change Management (CM) and Change Leadership (CL) may be considered interchangeable and simply more jargon used to confuse a familiar concept. Stay with me on this post as there is a significant difference when the end-game is the desire to create full adoption and sustained capability of any Change initiative.  Read more…

Harvesting Learning’s Fruit: A Downstream Training Investment

September 4, 2009 10 comments

Nothing beats rave reviews in level one verbatim comments and nothing better than everyone scoring perfection on level two assessments; therein lay the most common criteria for measuring the effectiveness of our training efforts. Unfortunately, the real value of our efforts – confirmation of sustainable performance – is manifest downstream from where we earn our accolades. As such, our greatest opportunity to prove our worth to the organization is found outside of our formal training focus. Without addressing downstream performance, we are limited to crowing about training activity about how busy we are. What really matters is – training impact about how effective we are – and that happens downstream. Read more…

PDR Design Model Supports Shift of Learning Design Into the Work Context

August 23, 2009 1 comment

The concept of a learning shift represents a course correction by the USS Training Department. We are under full steam and headed into the shallows, and are in danger of running aground. We are trying to fight an insurgency with an army equipped with tactics and weaponry that do not fit the field of battle. Choose a metaphor of your own; bottom-line is painfully clear – the learning game has changed, and our tactics and methodologies that worked so well in a traditional “training war” are not as effective in a non-traditional battle called “informal learning”. Our tactics need to shift because we no longer serve the expanded scope of the knowledge worker’s environment. In fact, we face the challenge to re-shape, and in some cases, create a continuous learning environment. Our rules of engagement have to expand (or shift) to accommodate a new field of battle and a potential imbalance of focus. Read more…

The PDR Learning Continuum – Using a New Design Framework

August 14, 2009 33 comments

Many of us cut our professional learning design teeth using the long-held tradition of the Analyze, Design, Develop, Implement, Evaluate (ADDIE) instructional design (ISD) model. Trolling many of the learning oriented groups in our blogosphere, I have heard numerous times how “old school”, and in some cases, how obsolete this foundational design model from the 1960s has become. If age denotes obsolescence, then yours truly is in trouble for sure. On the other hand, obsolescence can be averted when there is a willingness to change, a willingness to re-think and re-apply proven methodologies that are baked into the model of our choice. With that open-minded mentality, I confess to listening to the debates and witnessing the momentum to pile on, and it causes me to wonder, “Is the ADDIE model really falling short?” Methinks that it may very well be our application of the model that is falling short and worthy of re-examination. Read more…

Training to Learning – The Impossible Shift

July 31, 2009 Leave a comment

Now that title should generate a ripple or two on the pond, especially when I have been so vocal about the need for just such a shift. So…is this post a confession that I have changed my mind? Not quite. Not even. If anything, I am more passionate than ever, but over the years, I have gotten smarter about moving around obstacles that stifle momentum rather than fight through immovable walls of opposition or resistance. My new approach requires the application of marshal arts – judo – to be more precise. No, not kicking butts, just taking the momentum of my opponents, and leveraging it to my advantage to wrestle them to the mat. Not to pin them in defeat, just hold them down long enough to hear me out – listen to evidence that this “shift” is not a threat. Read more…

Get Your Paws Off My Training Budget

June 26, 2009 Leave a comment

Don’t you wish you could say that? Don’t you wish leadership could understand and value the contribution that your training department makes? Don’t you wish that justifying your existence did not become a distraction to your departmental mission and divert precious time and resources away from being productive? Why can’t they see it? Read more…

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