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 my last TGIM post I went through my social bookmarks on PKM. This post looks at resources related to my training-performance-social workshop.

One approach to supporting workplace learning, based on the 70:20:10 model, is for the organization to provide three types of enablers (see image at bottom):

Tools: that workers are dependent upon to do their work

Skills: competencies to work independently

People: social structures to work interdependently with others, inside & outside the organization

Training

The Five Failures of Workplace Learning Professionals

“In the training and development field, our five biggest failures are as follows:

1. We forget to minimize forgetting and improve remembering.
2. We don’t provide training follow-through.
3. We don’t fully utilize the power of prompting mechanisms.
4. We don’t fully leverage on-the-job learning.
5. We measure so poorly that we don’t get good feedback to enable improvement.”

Flipped classrooms put learning to work

“At its core, the concept of the flipped classroom is that the design of the instruction is reversed (or flipped), so that instructional content is provided outside of the classroom (e.g, through video, e-learning modules, reading) and the prescribed learning activities that were often looked at as ‘homework’ are completed in the classroom itself (whether that classroom is physical or virtual).

The argument supporting this practice goes something like this: The moment when learners are completing what was traditionally viewed as ‘homework’ is the exact time when they need the most support and guidance (e.g., from the instructor/advisor). This is not the time for them to go-it-alone!”

Performance Improvement

Harold’s Performance Improvement Toolbox

When Your Employees Can Solve The Biggest Problems With Performance Support

1. When accuracy is critical and errors are risky.
2. When a work task is performed infrequently, making it difficult to remember.
3. When a work task is error prone, so that mistakes are made too often.
4. When there are multiple decision points or many steps.
+ 4 more …

Re-thinking Workplace Learning: extracting rather than adding

“Approaching workplace learning in this way – by supporting the extraction of learning from work rather than the injection of learning activities into work – presents a whole new set of challenges for HR, Talent and L&D professionals.

the challenges include the facts that:

It can’t be built into a course or programme.
It can’t be ‘delivered’.
Managers need to be enabled and supported if it is to work.
It can’t be managed and controlled in the way discrete training and learning injections into the workflow can be.
most of the learning processes are opaque to HR and L&D and can only be made explicit through observation and other field survey and data collection approaches.”

Social Learning

What is a community of practice? (lessons learned)

1) Narrow down the domain and purpose (i.e. make it attainable).
2) Hire a community facilitator, or even better, a social artist?
3) Reduce bottlenecks and start with ‘low hanging fruit’ type of platforms.
4) Modeling how to be social is critical.
5) Learning might lead to collaborative works.
6) CoPs grow like gardens and that’s why developmental evaluation is becoming really interesting to me.

Value delivery mechanisms for Communities of Practice

1. Solve problems for each other
2. Learning before
3. Learning during
4. Learning after Benchmark performance with each other
5. Exchanging resources
6. Collaborating on purchasing (buying things that any one member could not justify)
7. Collaborating on contracts (using the purchasing power of the community)
+ 10 more

Moving to Social Learning Workshop