Crappy Performance Management Rule 3: It was out of my control!
Bob Bannister
by Bob Bannister on

In my previous two blogs, I articulated rule 1 of crappy performance management: Don’t tell anyone about the vision and rule 2: Never attempt to motivate staff as it will merely be seen as patronising. In this final instalment of the trilogy, the hero of crappy performance management wins the day as we trace the steps of the 3rd most important rule when designing a ‘damp squib’ performance management system.

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How to inspire an appetite for learning
Bob Bannister
by Bob Bannister on

I guess many companies have survived over many years without what we've started to call a 'learning culture' but without doubt, it's a major benefit in modern business. When Kaplan & Norton first published their 'balanced score card' method in the mid 1990's, it was interesting to note their attention to learning.

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Things to look for in a new training provider
Bob Bannister
by Bob Bannister on

Whether you are looking for a training provider for the first time or looking to replace an existing supplier with an new one, there are a number of things that are important to keep in mind. We’ve summarised some key thoughts to help you select the perfect relationship that will deliver great learning experiences for years to come.

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Is your current performance management framework frustrating your organisation?
Bob Bannister
by Bob Bannister on

The way we work continues to change. Technology is making us increasingly mobile, where we work is more flexible, the expected is superseded by the unexpected, planning is shorter and what may happen next year is often a mystery. With this backdrop, some organisations are finding their staff are increasingly frustrated with the annual round of performance management.

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Practical ways to implement the 70:20:10 learning model
Bob Bannister
by Bob Bannister on

Are businesses serious about 70:20:10 development? Or is it becoming a lazy way of reducing budgets while expecting already over-stretched staff to take on increased responsibility for their own learning? The 70:20:10 model is gaining traction in HR and L&D circles, emphasising three key components of learning: 10% traditional or formal learning (courses, workshops, academic studies, etc.

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Informal Learning – Bus or Bike?
Bob Bannister
by Bob Bannister on

Formal learning is a bit like a bus. The learner gets on and the driver takes them on a journey from A to B. Informal learning is like a bike, the learner gets on and chooses where, when and how fast they make their journey. Some people suggest that formal learning is dead and informal learning will take over but informal learning is not superior to formal.

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