Since the advent of mobile computing, learners are able to access training and performance support materials virtually anywhere at any time. However, it typically remains the responsibility of learners to proactively search for learning and determine when they need it. Now, imagine a slightly different scenario where learning and performance support materials present themselves to the learner based upon the learner’s physical location. In that scenario, a learner might be about to use a piece of equipment and be reminded of annual safety training requirements, or a new employee might be in a building lobby, reporting for his or her first day at work and be given onboarding support materials. These types of mobile learning may already be available to your learners today, but the ability to notify them is typically limited to passive methods such as email. iBeacon technology represents an opportunity to alert your learners to available learning and reach them at the point of need.
Written by Fraser Marlow and Kristen Bakalar
Performance management is a business process that appears stuck in a bygone age. This activity remains broadly disliked, cumbersome, often demotivating, and a major waste of time. Moreover, it most often falls short on what it was designed to do, which is to manage performance. Managers, individuals, and executives alike have little faith in the process when it comes to assessing and ranking individual performance.
Fraser Marlow (head of our leadership practice at BlessingWhite) and I teamed up for a webinar to share the new approach currently being implemented by pioneering firms that want to get back to the heart of performance management using a collaborative and coaching-based approach.
Do you remember when companies had telex machines? When you had to print out black and white charts and tables on acetate to stick on an overhead projector? Yeah, back in the days when business suits had flared trousers and all telephones were wired to the wall?
The corporate world has come a long way since then. But one vestige of yesteryear still clings on: the old-school performance management process. You know the one—where each manager gets to sit down, one by one, with his or her direct reports and hand them a grade-card for the year. Jane scored four out of five, but Bob scored a two. “We are really going to have to do something about Bob this year,” thinks the manager… Read the rest of this entry »
We’re never going to enter into an instructional design situation where everything is perfect. There are several reasons for this, but in the end, it often boils down to human foibles and communication breakdown. Read the rest of this entry »