L&D: When the Left Hand Negates the Right Hand

Innovation Is Oversold IMO

As if it’s the answer to everything.

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It could result from Most 70 before Most 20 before Most 10.

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Or poorly sourced 20.

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Or Performance Support buried and not organized by the Process.

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Or by poor assessment of Capacity and readiness for Performance.

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Innovation has its place and purpose. It’s just not for Everything. Or everybody.

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T&D: Flip It – Friday

Flip the 70-20-10 Reference Model in L&D

Avoid Poor Practices being established by providing Most 10 Before Most 20 Before Most 70.

If there is a lot to learn – being efficient came also be more effective.

Learning builds on prior learning.

Organizing it all into a map or path of macro and micro “suggested sequences” is best for the learners/Performers.

A Course Catalogue wasn’t much help back in the day.

Help people today to develop themselves with performance-based content.

Target the 10 Carefully

You can’t afford to provide “The 10” on Everything for Everybody – so with your clients, seek out the High Rewards and High Risks areas – and head Poor Practices Off at the Pass!

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L&D: Flip It Friday

Flip the 70-20-10 Reference Model in L&D

Avoid Poor Practices being established by providing Most 10 Before Most 20 Before Most 70.

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Learning from The 20 can be a great strategy.

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But learning via The 20 from the wrong sources is not.

Target the 10 Carefully

You can’t afford to provide The 10 on Everything for Everybody – so with your clients, seek out the High Rewards and High Risks areas – and head Poor Practices Off at the Pass!

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T&D: Training Is But One Set of Means To the Ends of Learning

From An Exchange on LinkedIn

I started in the field in 1979 – so I have an old school view. In the 1990s Senge’s 5th Discipline caused many T&D organizations to change their names to L&D – in an attempt to be/become more learner-centric (versus Performance -centric) and to ride that wave with their executives who wanted to become A Learning Organization – so T&D adopted that language. And the result became the means – linguistically.

And yes – I separate training and education … and communications (that are for creating skills, knowledge and communications). I have many posts on my Blog about these distinctions. But the popularity of L&D vs T&D has continued – and the language confusion – which some are beginning to experience and talk/write about.

Training is but one set of means to the ends of Learning. The T&D department is there to support all of the managers who are responsible for the means of Learning via any source (formal to informal) and everything else in the performance context required for the performance of their processes and results.

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Training Leading to Learning Is Critical But Not Sufficient to Performance or Performance Improvement

Performance Is Much More Complex Than Learning Via Training, Education and Communications … and Serendipity. 

Training/Learning professionals who want to be Performance Improvement Consultants have so much to learn in order to have impact.

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They can a best – IMO – be team players – in Enterprise efforts at true Performance Improvement.

There is a lot to learn and master.

T&D/L&D folks can be team players – and if skilled at Project Planning & Management – lead the effort.

But they’re going to need a bigger boat – so to speak.

Bottom Line

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L&D: A Recommendations Tsunami 

A Tsunami of Ideas

Recommendations for what to include in your L&D Content/ Experiences are voluminous.

A Quick Aside to Start…

BTW – this “Experience” concept is old school to me – as that’s how I was taught to think of it – back in 1979. Focus first on the Performance Requirements – and then on the Participant. Understand where they are coming from/ starting from. Make it – the experience – Performance Authentic/Real.

And if there is wide variance on their starting points – tell them to read for comprehension or skim/skip if they already know it – when what you are doing is Self-Paced or Coached.

But if it is Group-Paced? Design it to take advantage of the “experience/expertise” in the room – so to speak.

Back on My Track…

A Recommendations Avalanche

Jolts are recommended by Thiagi to gain attention. Stories from many, many others to engage emotionally. Action Learning versus Passive Learning because one is better – at least, most of the time.

I both agree – and beg to disagree.

Or … beg for balance.

For – Too Much of a Good Thing … Isn’t a Good Thing.

The Point of Weariness

One exercise after another from the Action Learning crowd – with none of the Reflective debriefing – that Thiagi recommends. Or Jolt after Jolt – and I believe that Thiagi would suggest avoiding an avalanche of Jolts. Or Story after Story.

Back in the early 1980s the BIG PUSH at all of the Conferences was to get rid of all the damn SME War Stories!

Although I always designed them in – anyway – to help the Facilitator establish their credibility on the front end – as well as designed time in for others in the audience with relevant experience to add their War Stories in to the mix – with strict time limits – that were almost always ignored of course.

Or … one period of Reflection at the end of the Chain-Chain-Chain of Activities – if time hasn’t run out. And that’s for Group-Paced Learning/Training. And when didn’t time run out for Reflections or Answers to the Questions Parked on the Parking Lot Wall Chart?

In elearning it’s even more difficult (impossible) to facilitate meaningful Reflections – as you can suggest it – but then how often does it adequately occur? It’s one of those Learner Controlled things that isn’t best left to Learner Control IMO.

Not if what was delivered was important enough to deliver in the first place.

People Are Busy People!

Balance in The Force

As a Participant (learner/Performer) in enough Learning Experiences (Training and/or Education sessions) I have been brought to The Point of Weariness many a time.

Again – Too Much of a Good Thing – Isn’t a Good Thing.

My Recommendation – to add to the avalanche – is to Balance the Forces of Good Jolts and Good Stories and Good Active Learning – with Reflective Debriefings – which I learned about from Thiagi.

Here is Thagi – in costume – I think – speaking about this … this lack of Reflective Debriefings …

Maybe that’s not Thiagi – just someone else who “gets it.”

Action Learning – Jolts – Stories = A Better Learning Experience?

Misread?

More is not better. Too Much of a Good Thing Isn’t a Goog Thing.

May the Force – Be In Better Balance – For Your Participants.

The Sivasailam Thiagarajan Group

http://www.thiagi.com/

Here is a video of – I think –  Sir Alec Guinness – in costume – pretending to be Thiagi – that I captured at ISPI in 2009…

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L&D: Curated Content? It’s a Start.

Yes – There Are Boatloads of Content Already Available 

But is it authentic enough?

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Authentic enough and with Practice & Feedback built it to create deeper learning?

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You may need to BOOKEND Curated Content with Advanced Organizers – to position and clarify the terminal applications/terminal objectives. Explain any different language/labels used in the Curated Content from what the Performer will use in their job.

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On the backend they may need to be reminded of those differences from the Curated Content and their authentic, real world of the Performer’s job. And to help provide Practice & Feedback – enough so that the Performer has enough confidence to actually try the new knowledge and skills back on the job.

Face Validity vs Performance Validity

Curated Content may have Face Validity – and seem like it should “fit” – but not enough  Performance Validity to ensure better transfer.

And also there may be a need for On-the-Job Reinforcement (Spaced Learning) unless the job itself will accomplish that.

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