T&D: Training Design Criteria From Neil Rackham From 1981

I Was Lucky To Be There!

This – to me – was Design Thinking – applied to ISD – back in the day. 1981.

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For those who don’t know who Neil Rackham is – he created SPIN Selling – and wrote the best selling book about it. Otherwise Google him for more.

I was lucky to work with him and his team (and in particular John Carlisle) back in England to bring to Motorola the Huthwaite Negotiations Training back in 1981/1982.

The 57 Minute Video

My Training Design Criteria Scorecard

Score your Training Programs using Neil’s 10 Criteria.

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HPT Video Matinee with Roger Chevalier

HPT Video Practitioner: The Late Roger Chevalier

This video was shot in 2011. It is 19:37 minutes in length.

This Video Matinee Series will be published on Tuesdays and Thursdays for the duration of 2019.

The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia. The full set of videos may be found and linked to – here.

HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”

Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.

HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.

ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.

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T&D: Performance Testing Proves Performance Competence – Or Not

Way Too Often We Stop At Knowledge Testing

And way too often that’s totally inadequate.

And sometimes – perhaps way too often itself – that’s because too much of T&D/L&D is focused on Topics and not on Tasks and Outputs and the Measures for both.

Which is why there’s so much noise, IMO, about Impact and Measurement and ROI – which is simply damn difficult if your Content is oriented to Topics and not Tasks. If not impossible.

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Free Book PDFs

For these two Book PDFs – and others – please go here.

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It’s not all about Learning.

It’s all about Performance.

In an Enterprise Learning Context.

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HPT Video: Nadia Naffi

Nadia Naffi, PhD, is an Assistant Professor at Université Laval in Quebec, Canada in the Department of Teaching and Learning Sciences at the Faculty of Education. She
holds the Chair in Educational Leadership on the sustainable transformation of pedagogical practices in digital contexts.

She was recently an Assistant Professor  at Concordia University where she trained graduate students to become instructional designers, learning experience designers and performance consultants to design solutions for clients living in an Artificial Intelligence (AI) era, and who belong to a wide variety of workplace contexts including schools, government, NGOs, and industries.

Nadia and I have only met virtually – following each other on Social Media. We met because we are both fans of Richard E. Clark, EdD., and she had found my 2012 video interview of him in this same series. She asked me to speak to her Consulting in Educational Technology class at Concordia University in Montreal – on May 9th 2018.

I like her performance orientation – and she willingly accepted my request to do this interview.

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The video is 33:51 minutes in length.

Nadi may be reached via email at: nadianaffi@gmail.com

See her profile at LinkedIn: linkedin.com/in/nadianaffi

Her website is at: https://nadianaffi.com/

Follow her on Twitter here: @nadianaffi

My HPT Video Series

The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia.

The full set of videos are on YouTube and the index to them all and links to YouTube may be found  – here. There are now over 90 videos in my collection.

HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”

Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.

HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.

ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.

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T&D: Content Needs To Have More Than Face Validity

T&D Needs a Narrow Focus

Trying to address everyone’s needs with a single silver bullet – so to speak – isn’t going to improve the performance of many. Most of us cannot learn something out of context and bring it into our own context.

Titles that have Face Validity too often don’t have enough Performance Specificity to Transfer back to the job. Far transfer … is a bridge too far.

Did you see what I did there?

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Too often T&D Content is organized by Topics vs Tasks … and the Outputs they lead to.

Tasks sans Outputs is the same.

Without knowing the Outputs and how the Stakeholders measure them and their processes (Tasks) one cannot reduce the Topic Content to just what’s needed and you end up with a lot of Superfluous Content just in case.

Perf Comp Def

You really need to have a grasp on the specific Tasks, the specific Outputs and the specific Measures for both.

And that requires having a grasp on all of the Stakeholders and all of their Requirements.

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Focus on the Performance Competence requirements – and enable them. They are your guide.

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Weekend Reflections 2019-07-06

T&D Impact Is Only Half of the Story

Demonstrating and measuring the impact of your T&D/L&D is only half of the equation. The ROI equation that is.

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And calculating actual ROI should follow upfront ROI projections based on the Total Costs and Total Returns – before you spend the first nickel.

However – Calculating Actual ROI is Problematic

There are way too many variables that impact Business Results. Isolating the impact of one variable, such as improved awareness, knowledge, skills and performance competence, is darn difficult to say the least.

And then it’s made more IMPOSSIBLE when the content is focused not on Tasks and Outputs, but on Topics.

Too often IMO T&D/L&D is oriented on Topics for broad audiences rather than targeted on Tasks and Outputs for narrow Targeted Audiences.

And … ROI is best used as a projection tool, when you can’t afford everything, and you need to determine which Investments make greatest Business Sense. So you would move forward with some and forgo the others.

Here are some past Blog Posts of mine on the topic of ROI.

May the Investment Costs of your T&D/L&D efforts be worthy of the Shareholder Equity you plow back into the business for sufficient Returns.

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