How to Invest in Informal Learning – Part 2
Describe required knowledge and skills In the first part of the blog on Investing in Informal Learning I suggested that even though the learning is ‘informal’ there needs to be a process to enable it. To start the process, identify the need and then describe the knowledge and skills to be learned.
How to Engage New Employees Using Positive Reinforcement
Performing quickly and acceptably at a new job is especially difficult. Standards have yet to be fully understood, working relationships aren’t yet established, and procedural details must be learned.
How to Invest in Informal Learning
Recent articles and posts prompted me to think about informal learning. At least one of the two words is easy to understand. Learning – The acquisition of knowledge or skills through study, experience, or being taught.
HR as Strategic Business Partners
In most organizations today, the Human Resource (HR) professional works in a highly matrixed environment, often with multiple decision-makers and stakeholders. They meet the needs and challenges of the business, with HR roles that are highly specialized, and provide expertise in such key areas as:
Delivering Powerful Presentations
We recognize that delivering powerful presentations has become a prime communication tool in business today. We also have personally experienced many presentations that are not done well.
Creating Winning Presentations
You’ve been voluntold by your manager to make a presentation at an upcoming technical conference. “Why me?” you ask. “Well that’s easy, you are the subject matter expert (SME) in this area”. You both agree about being the subject matter expert and so off you go to pull together your presentation. Here are some considerations […]
Making Technical Support Reps More Effective in the Selling Process
As a leader in workplace learning and performance, FKA has worked in many industry sectors. One common challenge, whether it’s in technology, health services, pharmaceuticals, financial services or manufacturing, is the effective utilization of technical support resources in both pre- and post-sales activities.
How to ‘Design’ Microlearning
In a recent online session of our Developing Interactive eLearning program one of the participants asked a simple question,
Performance Coaching: Part 3
In this final blog on Performance Coaching, we will continue to review the Performance Coaching Model introduced in our last two blogs, specifically looking at feedback.
Performance Coaching: Part 2
In an earlier blog, we discussed the importance of Performance Coaching as a talent development strategy, demonstrating commitment to develop and support individuals. Performance Coaching harnesses the value of internal employee resources to develop others, which in turn saves time, money and increases overall employee engagement and retention.
Performance Coaching
Performance Coaching has become an important tool and key capability in supporting a high- performance oriented culture in many organizations. Effective and timely, it can make the development and implementation of a business strategy more successful. This is especially successful in an environment that is fast-paced, competitive and uncertain.
Writing Effective Objectives: Part 2
In an earlier blog, we discussed the fundamentals of objectives, specifically: why create objectives and what makes objectives effective. We described an objective as a clear statement of what we expect the learners to be able to do by the end of the learning program. We defined effective objectives as being specific, measurable and learner-centered.
Creating Effective Objectives: Part 1
I recently reviewed an article written by Michael Dalmaridis, Manager of Learning and Development at Meridian, that focused on, “The word you should never use in Learning Objectives……Understand!”
Job Aids for Selecting Instructional Strategies – Part 1: Decision Tree
In a previous post on How to Select an Instructional Strategy I said I wanted to introduce a structured approach for selecting instructional strategies. The structure comes from some job aids like decision trees and checklists. This post presents the decision tree that is based on the four dimensions of the Instructional Strategy Framework (ISF) […]
Live from Atlanta
We are writing to you live from the Training 2018 Game Changer Conference and Expo, February 12-14 from Atlanta, Georgia. This is TRAINING Magazine’s 41st Annual Conference and FKA, as an industry leader in workplace learning and performance, has been a proud presenter at this event for over 25 years.
How to Select an Instructional Strategy
As an Instructional Designer what do you think drives the selection of the instructional strategy for any project? In a previous post, Scoping a Learning Solution – Art or Science? Part 2 – Instructional Strategy, we introduced the four dimensions of Instructional Strategy Framework (ISF):
Working with Subject Matter Experts: A Blessing or A Curse?
Way back in 2005, one of our senior instructors presented a session at the annual Training Magazine Conference, with the same title as this blog. It’s still a valid concern in 2018! There are many projects when instructional designers can’t do their jobs without the valuable help of subject matter experts (SMEs)! They can help […]
If Learning Styles have been debunked why are they still introduced in our Design and Development programs?
A recent post in LinkedIn generated a lot of discussion about the validity and value of Learning Style Inventories. It became a topic of discussion among our team because it produced strong arguments for both the PRO and the CON perspectives.
Assessing On The Job Training Instructors
Question of the week: Does the FKA Lesson Feedback Form used to assess classroom instructors apply for evaluating On The Job Training instructors?
Instructional Design – an Art or a Science?
This morning two colleagues and I finished presenting a six-session online program for instructional designers. Participants had a range of design experience from beginners to four or five years. As we were wrapping up, one of the new designers commented that the biggest surprise for him was that instructional design is actually more of an […]
Learner Engagement: Ensuring Successful Practice
We believe that the three pillars of solid instructional design are the: Adult Learning Principles – Blog 1 Blog 2 Systematic Learning Process – Blog VIVE Formula