Getting Better Results by Doing LESS Training
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Getting Better Results by Doing LESS Training

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How to Get Better Results by Doing LESS Training ...

How to Get Better Results by Doing LESS Training

Stakeholders often come to us asking for courses, but the courses are either overkill or aren’t what is needed. And sometimes they do need “courses,” but only to check off a box. But in either case, developing courses ties up resources (including learners’ time) that they could use for better purposes. When we are asked to build courses, we have a responsibility to challenge and validate that creating a course is the most effective and efficient approach.

This session provides participants with ways to think about being more efficient when allocating course development resources. You’ll learn what questions to ask to get at whether a course is really needed, and whether more efficient options such as Twitter, discussion forums, PDFs, or other lower-tech options would more efficiently (and more effectively) meet learners’ and stakeholders’ real needs. Participants in this session will learn how training is not always the best option for improving performance, and it introduces some other alternatives along with the scenarios that can be most successfully implemented.

In this session, you will learn:

The questions that you should ask and answer before beginning any learning program
How to determine if a higher- or lower-tech option is more appropriate
When a course or non-course is more appropriate
How to steer stakeholders to more “efficient” options

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Getting Better Results by Doing LESS Training Getting Better Results by Doing LESS Training Document Transcript

  • Get BETTER Results By Doing LESS Training Patti Shank Mike Taylor LearningPeaks.com tmiket.wordpress.com @pattishank @tmiketPerformance vs Training The New Learning Architect Analyzing Performance Problems by Clive Shepherd Or, You Really Oughta Wanna--How to Figure out Why People Arent Doing What They Should Be, and What to do About It “Conditions for Success” for various by Robert F. Mager & Peter Pipe learning/performance approaches including: top-down, bottom-up, formal, The Performance analysis Flow Diagram in non-formal, on-demand & experiential. the appendix is a great resource.Performance Analysis Questions (Mager & Pipe) 1. What’s the performance problem? 5. Is it a genuine skill deficiency? 2. Is it worth solving? 6. Can the task be made easier? 3. Can we apply fast fixes? 7. Any other obstacles? 4. Are consequences appropriate? 8. Does the person have potential to change?Design ConsiderationsSituation Possible Options Simple on-the-job trainingSimple tasks Job aid/checklistInfrequent Error Job aid/checklistsimple task tolerable Error Regular practice to automaticity intolerableInfrequent Error Job aid/checklistcomplex task tolerable Error Regular practice to automaticity with intolerable job aid/checklist Training with use of performanceFrequently changing task support Minimal effort“Checkbox” training (ie. PDF with question “I have read”)Information/Communication Social media, CommunitiesNot enough time/resources Recycle / Curate
  • Analysis First Things Fast: Figuring Things Out: A Handbook for Performance Analysis A Trainer’s Guide to Needs & Task Analysis Allison Rossett Ron Zemke & Thomas KromlingerPerformance Support Job Aids & Performance Innovative Performance Support: Support: Strategies and Practices for Learning in the Moving From Knowledge in the Classroom to Workflow Knowledge Everywhere Conrad Gottfredson & Bob Mosher Allison Rossett & Lisa SchaferSocial Learning & Communities Cultivating Communities of The New Social Learning: A Guide Practice [Hardcover] to Transforming Organizations Through Social Media Etienne Wenger, Richard McDermott & William M. Snyder Tony Binham & Marcia Connor Social Media for Trainers: Dave Kelly: Why people Hate Training Techniques for Enhancing and & How to Overcome it Extending Learning http://bit.ly/HateTraining Jane BozarthOnline:Jane Hart’s Non-Training Approach to Workplace Will Thalheimer: “The Five Failures of WorkplaceLearning: Learning Professionals”http://bit.ly/non-training http://bit.ly/5failuresOnlignment (Clive Shepherd & Co.) Dave Ferguson on Minimal Traininghttp://bit.ly/NewLearnArch & http://bit.ly/minimaltypehttp://bit.ly/TrngNotRtAnswerCathy Moore “How action mapping can change your Elearning Coach “Using the 5 Moments of Need todesign process” steer stakeholders in the right directionhttp://bit.ly/ActionMap http://bit.ly/5MomentsSteerTrainingDoctor.org: “21 Questions to ask before Gary Wise “Evolving Training Into The Perfect Hole”Designing Any Training Program” http://bit.ly/21Q-1 http://bit.ly/evolvetraining, http://bit.ly/21Q-2 , http://bit.ly/21Q-3