Posts Categorized: Performance Improvement

Connect, exchange, contribute

Highlights from Skills for Learning & Development Professionals (an article I wrote for T&D Magazine in 2008). My experiences over the past three years have shown that these skills are still necessary in the workplace. Attitude: Accepting that we will never know everything, but that others may be able to help, is the first step… Read more »


The above diagram, by Nick Milton, shows some important aspects of what influences performance [hint: blue]. First, knowledge is the result of information (e.g. learning content) AND experience. Knowledge is directly influenced by one’s own experience. Therefore there is no such thing as “knowledge transfer“. Second, performance is taking action on knowledge. This is what… Read more »

New Hire Practices

I know that there are no “best practices” in new hire development, also known as onboarding, as each organization is unique and often rather complex. However, there are some practices that could make onboarding better in certain contexts. I’ve looked at several examples and am very interested in unique practices (outliers) beyond the corporate norm…. Read more »

Mapping quality with VNA

Our NetWorkShop on Saturday was a great success and I think everyone left with a better understanding of networks, as well as some ideas for future pursuit. One main message that came through early in the workshop is that you cannot manage a network. That’s probably the biggest barrier to Net Work in most organizations…. Read more »

Training Evaluation: a mug’s game

“Efficiency is doing things right. Effectiveness is doing the right things.” – Peter Drucker Dan Pontefract is quite clear in Dear Kirkpatrick’s: You still don’t get it: Let me be clear – training is not an event; learning is a connected, collaborative and continuous process. It can and does occur in formal, informal and social… Read more »

Will's Learning Landscape Model

Will Thalheimer has developed the Learning Landscape Model and created this 13 minute video to explain it. Overall I find the model useful, though I would replace “Learning” (at 2:15) with “Instruction”, because that’s really what training departments provide in order to promote on-job-performance. It is also good to see on-job-learning as part of the… Read more »

Corporate Learning’s focus

Inspired by Jay Cross, Amanda Fenton asks how her Corporate Learning department could better meet the needs of employees. I think these are excellent questions and the answers form the basis of addressing how to integrate work and learning in the enterprise. Q1) Close to 80% of learning happens informally and 20% formally, yet we spend… Read more »

A curved path to social learning

When I was introduced to Charles Jennings’ C-Curve for learning & development (L&D) I wrote about it in the transition to networked accountability. Charles’ C-Curve is a model in practice, based on his experience as CLO of Reuters. I see a parallel between this migration of the L&D department and the social order necessary to… Read more »

You need the right lever to move an organization

Klaus Wittkuhn wrote an excellent article on the systemic approach required in human performance analysis in the March 2004 edition of Performance Improvement published by ISPI. A key concept in the article is that you cannot engineer human performance. Human performance is an emergent property of an organization, and is affected by multiple variables. Therefore… Read more »