As we enter the New Year, I keep having the feeling that all the shiny, brand new objects in the learning world are just today’s reinterpretation of all the right stuff that we’ve been doing all along. A cynic would say that somebody else is getting all kinds of credit for inventing something that really isn’t new, but in the spirit of the New Year, I think I’ll choose to be excited that I can bring so much existing life experience to these “brand new” trends.
There’s been a lot of buzz lately about applying the principles of Agile software development to the creation of training. For those of us who are new to this, the Agile movement began some 15 years ago in the form of an Agile Manifesto based on four values: Read the rest of this entry »
How can you find out what outcomes your top performers focus on? The first, and perhaps most obvious, approach is to ask them. Interviewing is a key technique and is usually the starting point for our discovery process.
Top performer interviews differ from other common interviews we usually conduct. For most of us, our interviewing experience is mostly based on interviewing candidates for a position to select the best candidate. In that case, we are attempting to determine whether someone is qualified and, if so, which of the candidates is most qualified. Read the rest of this entry »
Imagine how your organization would benefit if everyone in critical roles operated at the same level as the top performers in those roles. Leading companies in today’s market are changing their core mindset about learning & equipping their employees to produce only the outcomes that will drive real impact to their business. These game changers understand the impact of everyone performing at the top of their game and are equipping their performers to achieve that level of excellence by focusing only on what matters. Conventional approaches to training just won’t cut it any longer. Greg Long, Vice President and Performance Consultant at GP Strategies, describes how our “Outcomes Thinking” approach keeps you relevant and competitive in today’s complex business environment. Read the rest of this entry »
As we discussed in a blog with the following name, scenarios are one of “The Secrets to Developing Highly Effective, Interactive Courses.” Incorporating interactivity into your training is a key way to make content more engaging and memorable. Scenarios can help accomplish that, as well as provide relevance to your content and illustrate critical workplace skills.
In my estimation, however, one of the most compelling elements of any interactive training is the inclusion of realistic consequences. Rather than just telling a learner to select the correct multiple-choice option and then saying “correct” or “incorrect,” you can achieve far greater value by illustrating consequences. Scenarios provide a perfect opportunity for bringing consequences to life in your training content. Read the rest of this entry »