Crappy Performance Management Rule 1: Don’t tell anyone about the vision.
It’s a rule well rehearsed in many organisations but if you are not quite there with it yet, here are some guidelines:
1. Make sure it’s over complex: Try to use as much jargon and technobabble as humanly possible
2. Be as boring as possible: A verbal picture is worth a thousand words, so never use metaphor, analogy or example
How to inspire an appetite for learning
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.
Things to look for in a new training provider
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.
Is your current performance management framework frustrating your organisation?
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 Technology is making us increasingly mobile, where we work is more flexible, the expected is superseded by the unexpected, planning is shorter and what may happen next year is often a mystery.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.
Practical ways to implement the 70:20:10 learning model
Are business 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?
70:20:10 Development models seem to be gaining an increasing number of supporters in HR and L&D departments.
Informal Learning – Bus or Bike?
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.
How we Learn 2: Using More Learning Science To Design Training Solutions.
In a previous blog called How We Learn, we discussed 3 common learning theories and considered how they may be used to develop a blended programme. This blog looks at another three theories that can be used to create an effective blended learning programme in our organisations.
How we learn 1. Using learning science to improve learning programmes
Learning science has provided many insights into how people build and retain new knowledge. Understanding these theories can make a significant difference to the way we design our organisational learning.
Strangely, some of our best held beliefs concerning learning are in fact counter to what the experts have found.