Posts Categorized: Performance Improvement

actionable insights

I concluded a few years back that rates based on time at work only help to put you into a pigeon hole so that HR and Purchasing can easily classify you. Knowledge professionals are not pigeons. I have noticed a tendency over the past decade to push wages and fees down. Some may say it’s… Read more »

how professionals learn for work

Jane Hart has been asking her readers what are the most useful/valuable ways that they learn for or at work. In the sixth annual Learning in the Workplace Survey, which surveyed over 5,000 respondents from a wide variety of industries and types & sizes of organizations, the following methods were ranked in order. Daily work… Read more »

working smarter case study

In 2010/2011 Jay Cross and I worked worked with a corporate university of a large US company with the objective to cultivate a fully engaged, high performing workforce through rapid, collaborative, informal, self-directed learning. The aim was for employees to learn fast enough to keep up with the demands of their jobs and grow into… Read more »

connecting work, learning, and life

The 70:20:10 reference model states that, in general, what we learn at work comes 70% from experience, 20% from exposure to new work, and 10% from formal education. At the 70:20:10 Institute [disclosure: I am a service partner], the basic approach is to start with the 70 (experience) because this is where learning and working… Read more »

the missing half of training

The training industry is based on models that were developed for the military. The Systems Approach to Training includes the ADDIE [analysis, design, development, implementation, evaluation] model, with variations used throughout industry. Robert Gagne’s Nine Events of Instruction inform much of instructional design. Gagne’s early work was in military training. Other models were developed in… Read more »

the uncertain future of training

Training courses are artifacts of a time when resources were scarce and connections were few. That time has passed. The roots of training are to get a lot of people to do the same thing competently. The Roman army trained soldiers for battle and many other duties, like building roads. Standard methods were developed. Drill… Read more »

training > performance > social

Thank Goodness It’s Monday! This is my second TGIM post. Mondays for freelancers mean new opportunities. Weekends are often times to get work done when it’s quiet. Mondays are good days to take a day to reflect, as clients are usually busy going through their inboxes and catching up. So happy Monday to everyone. In…

gaining insight through social and informal learning

Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. For the past century, management practice has focused very much on error reduction, with practices such as Six Sigma, especially in manufacturing. “Fifty-eight of the top Fortune 200 companies bought into Six Sigma, attesting to the appeal of eliminating errors…. Read more »

supporting the business of learning

The 2nd edition of the 70:20:10 Report has been published by GoodPractice. I have described 70:20:10 as a useful model and have suggested nine ways to implement the model. These form the core of the social learning workshop. The 70:20:10 model is based on observations that in the workplace, people learn 70% of what they… Read more »

imagining open collaboration

At work and in school we are pretty good at creating documentation to share explicit knowledge. This is the kind of knowledge that goes into training programmes. It’s the result of interviews with subject matter experts and reviews of the field of study. For the most part, it’s stuff that is easy to codify and… Read more »