T&D: Play Along With Every Request for Training

Sometimes the Customer Is Always Right

One of my favorite sayings of all of my sayings is:

“Every Request for Training for New Hires Should Be Expected – and – Every Request for Training for Solving Performance Issues Should Be Suspected.”

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W. Edwards Deming taught us that 94% of problems are due to The System and not to The People.

Geary A. Rummler taught us that if you put a Good Performer in a Bad System that the Bad System would win every time.

We need to keep that in mind when responding to requests, but respectfully.

And one thing I learned from Joe Harless was to never question the request, never say no, and always say yes. Yes, and…

Ensure that Your Analysis Validates The Assumption that Training Is Required

What Brother Joe – may he rest in peace – said after declaring that one should never say no, and never question a Request for Training – with anything akin to responding with “Are you sure it’s a Training Problem?” – but one should immediately begin to position the Analysis efforts needed.

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Joe’s written about this before – back in 1985 – and I’ve written about Joe’s writing about this before.

IMO what you are trying to do is:

  1. Determine the Knowledge/Skills Needed and then Validate/Invalidate the Need for Training to Address Any Knowledge/Skill Gaps in the Current and/or future Performers. Let those chips fall where they may. It’s a Business Decision to respond or not, in any event. Facilitate all of that.
  2. Uncover the Root Probable Causes for Significant Gaps in Performance Outcomes. Determine what else might be at the root of some Business Metric Deficiency.

Plan All ISD Efforts in Conjunction with Other PI Interventions

Do not plan in isolation. Plan jointly with all others and talk out some of the details and nuances.

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Have a Set of Framework For Data Capture & Data Reporting

Start with an agreed upon set of Data Capture & Data Reporting Frameworks.

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My 2011 Book On This

Available as a Kindle and as a Paperback.

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Please go here for more info and/or to order.

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HPT Video Matinee with Matt Donovan

HPT Video Practitioner: Matt Donovan

This video was shot in 2011. It is 6:01 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: 13 eLearning Scenario Tips

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Recently, Bryan Jones from eLearningArt invited me and 59 other eLearning people to share their single best tip for creating effective eLearning scenarios. The post is now live, and you can check it out here: 13 eLearning Scenario Tips that 60 Experts Agree On

He asked everyone this question:

  • What’s your #1 tip for creating effective eLearning scenarios?

And, here’s how I responded:

An eLearning scenario always needs to be authentic to the learner’s job performance context

An eLearning scenario always needs to be authentic to the learner’s job performance context—just enough like back on the job that it doesn’t create cognitive overload with real, but unnecessary, details. And sometimes you need a series of scenarios: from simple to less simple to complex.

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If you want to see a summary of all 60 tips, you can check out the embedded YouTube video below:

Or visit the full scenario tips post to see all the detailed responses.

Enjoy!

But Wait – There’s More!

Here is a Blog Post from last year related to my full comment above:

L&D: Ramping Up to Complex Authenticity

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HPT Video Matinee with Deborah Stone

HPT Video Practitioner: Deborah Stone

This video was shot in 2011. It is 6:57 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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