Posts Categorized: Performance Improvement

Seeing motivation with new eyes

Several years ago, I wrote in Training: A solution looking for a problem, that some barriers to performance which are often overlooked when prescribing training, include: Unclear expectations (such as policies & guidelines); Inadequate resources; Unclear performance measures; Rewards and consequences not directly linked to the desired performance. In some cases, these barriers could be… Read more »

Where organizational support needs to go

Patti Anklam is blogging the E2 Conference and discusses how Tony Byrne distinguishes between Networking and Collaboration with this diagram: Networking could also be called cooperation, as Stephen Downes helped me define it: collaboration means ‘working together’. That’s why you see it in market economies. markets are based on quantity and mass. cooperation means ’sharing’…. Read more »

Compliance of an industry

1. compliance – acting according to established and accepted standards. Mandated training is a standard response by industry regulators when dealing with human performance issues. This is “compliance training”. The training industry (internal or external) then develops the training and as more compliance training gets loaded onto organizations, we have an excellent excuse to buy… Read more »

A unified performer-facing environment

Clark Quinn describes the need: What seems to me to be the need is to have a unified performer-facing environment.  It should provide access to courses when those are relevant, resources/job aids, and eCommunity tools too.  That’s what a full technology support environment should contain.  And it should be performer- and performance-centric, so I come… Read more »


Clark Quinn discussed the Great ADDIE Debate and summarized the alternatives to exclusively using ADDIE (analysis, design, development, implementation, evaluation): The obvious question came up about what would be used in place of ADDIE.  I believe that ADDIE as a checklist would be a nice accompaniment to both a more encompassing  and a more learning-centric… Read more »

Pilots or Beta?

If you take the cynefin approach for working in complex environments you first Probe then Sense and then Respond in order to develop emergent practices. Backward-looking good or best practices are inadequate for changing complex environments. Constant probes of the environment are necessary to see what works. Enterprise performance should be looked at from the… Read more »

PKM in 2010

Personal Knowledge Management Updated 5 Feb 2010: changed “Filter” to “Understand” [This post is a continuation of Sense-making with PKM (March, 2009)] Personal = according to one’s abilities, interests and motivation (not directed by external forces) Knowledge = the capacity for effective action (know how) Management = how to get things done What is PKM?… Read more »

Group-centric work and training

Individual Training In the +20 years I spent in the military, much of it was as a student on course. In the military there is a whole system that governs individual training, in our case it was CFITES. CFITES comprises several volumes of instructions, including all of the ADDIE steps. A lot of resources are… Read more »