Category: Blog

What are the Instructor Competencies for Face-to-Face, Online, and Blended Settings?

What does it take to be a competent instructor? That question has been asked a multitude of times and today’s perspective takes into consideration the face-to-face environments that most instructors and facilitators know (the physical classroom and on-the-job training scenarios), virtual facilitated (synchronous) learning, and blended settings. Competence is the ability of an individual to […]

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.

Top 6 Tips for Running Successful Online Learning Sessions

I have provided technical support for online learning sessions during most of my 16 years at FKA, using many of the available platforms. The quality of the technology has improved over the years, but technology being what it is, there are still things that go wrong. Here’s list of my top 6 tips for running […]

Learn to Learn While Learning. A Perspective.

After nearly 15 years with the same employer, I took the plunge and found a new job. It was a change that I desperately needed, both personally and professionally.  As with most things, I didn’t simply take a few steps to the left or right – I dove headfirst into a brand new, profession- Learning […]

How to Use Instructor Competencies

In an earlier blog we discussed what are the Instructor Competencies for face-to-face, online and blended settings. In this blog, we’ll identify the uses of instructor competencies in terms of how they can improve instruction and enhance learning and performance.

What are the Instructor Competencies for Face-to-Face, Online, and Blended Settings?

*** Content in this post is outdated as IBSTPI has made changes. Please see our updated post*** What does it take to be a competent instructor? That question has been asked a multitude of times and today’s perspective takes into consideration the face-to-face environments that most instructors and facilitators know (the physical classroom and on-the-job […]

Motivated to Learn Continuously

Recently I was tasked by FKA’s President, Michael Nolan, to write an article about my motivation to learn continuously. Michael had taken an interest in my reading habits because I am continuously quoting from the books I read during conversations in the office.

How to Engage Learners

Do you need to improve the effectiveness of your instructor’s ability to transfer skill and knowledge in the physical, virtual, or on-the-job learning environments?  Does the delivery of your training programs lack engagement and motivation? Do your learners get tired of the same presentation or application methods? If the answer is yes, here are 10 […]

How Can I Improve Dull and Boring Training?

One of the more common requests we receive is from clients asking for help with an existing course they describe as dull and boring training. When I look back at the history of these scenarios there is a pattern of the courses being technical training.  The training is teaching how to use a software application […]

Analyzing Data

Recently Scott Weersing of GP Strategies asked the questions “Should we add data science to competency/skills needed now?”  in a post he made on LinkedIn.   The post referenced a Harvard Business Review article “The Democratization of Data Science”. The post and string of comments prompted this post which describes the data analysis workflow that is […]

Consulting Roles for L&D – Part Two

In our previous blog, Consulting Roles for L&D Part One, we identified that to successfully focus on performance, L&D must be redesigned so that it’s goal is to enhance human performance in support of business goals. In doing so, L&D professionals act as performance consultants in their organizations. But transitioning to a performance consultant from […]

Consulting Roles for L&D – Part One

The Learning and Development profession continues to undergo major structural changes, one of which is the transition from a focus on learning as an output and toward a focus on performance improvement.

How to Sustain Learning

According to the latest State of the Industry Report by the Association for Talent Development (ATD), organizations spent $1,273 per employee on direct learning expenditure. Paired with this fact is the belief that no more than 20% of this investment results in the transfer of the new skills and knowledge back to the job. If […]

Does your Instructional Systems Design Methodology Support Adaptive Learning?

TD Magazine published an article in the May 2018 issue (pg. 20) titled “Preparing Your Organization for Adaptive Learning” in which Zachary Konopka outlined six ‘considerations’ that could help an organization as they embrace an Adaptive Learning approach. The fifth consideration was “Rethink the instructional designer’s role”. I would broaden this consideration to “Rethink the […]

How to Train Learners Whose First Language is Not English: Part 2

Part of the richness for many organizations today is the variety of languages and cultures that are represented in their business. Cultural sensitivity and the competence to deal with such differences are important skills for L&D professionals. More than ever, language and cultural differences are influencing how workplace learning programs are designed and delivered to […]

What is a Learning Lane and why is it important?

  In the 70/20/10 Model of Learning, many organizations only capture activities associated with the 10% or formal learning component. As L&D professionals, we need to know where the rest of learning is truly happening in our organizations.

How to Train Learners Whose First Language is Not English: Part 1

In today’s global society, many learners are facing the challenge of participating in training programs delivered in English, which is not the language that they speak.   Since most of these learners have not been introduced to the vocabulary and concepts of English, comprehending the new content and learning may become problematic for them. A […]

How Will the Learning Strategy Be Deployed?

The best Learning Strategy in the world is nothing unless well deployed. Regardless of the scope of the Learning Strategy (lean or comprehensive), some level of change is expected from the deployment and should be addressed accordingly.

Do Organizations really need a Learning Strategy?

  Many Organizations are stretched so thin. Time is at a premium and we often hear comments such as: “We are just trying to get the training done that is being asked for”. Why a Learning Strategy?

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 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.

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 […]

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 […]

Using Voice to Maximize Learning

How you say something can be as important as what you say. This is true for face-to-face instructors, but it is critical in the virtual environment.

Interviewing for a New Position

Often at this time of the year, we reflect on change and the possibilities of looking for a new job. There are many reasons why we consider other positions, but once we have decided to do so, then our preparation begins, and step one is getting ready for the interview.

Learning Strategy Road Map

Overview The two most frequently asked questions by new clients are, “Can you helps us improve/update/increase …” and “Should we be investing in that new …” Our response is always the same, “Do you have a strategy or road map that you are currently following?” A recent Brandon-Hall study found that aligning the learning strategy […]

Forces of Change Impacting Learning and Development

Earlier this week, FKA President, Michael Nolan, presented Becoming a High-Performance Learning Organization at I4PL 2017 conference and trade show in Toronto. Here is an excerpt from his presentation on the six main forces of change impacting Learning and Development today.

Maximizing the Impact of On the Job Training

Not too long ago we were asked the following question: Q: “What can trainers do to make on the job training effective?” We thought other people might be interested in the response Michael Nolan, President of FKA, provided.

Teachers or Learning Experiences that made a Difference

With all the hurricanes, wildfires and political uncertainties we have been experiencing I thought we could all benefit by reflecting on teachers who made a difference in our lives and then remembering that what we do is important! Three colleagues on the FKA team wanted to share their memorable learning experiences:

Using Your “Lessons Learned” to Design More Efficiently

With the constant pressure to do more for less…and FASTER!, learning professionals are always on the look-out for tips from experienced professionals. This blog describes how FKA’s design and development team takes full advantage of decades of experience over hundreds of projects.

Assessing the Design of a Learning Program: Part 2

In part 1 of this blog we identified how we define an “effective design” and introduced our Learning Evaluation form and discussed how it can be used with the designers’ clients to confirm they have a clear understanding of their clients’ expectations for their learning programs.

Assessing the Design of a Learning Program: Part 1

As an instructional designer why would you want to assess the design of a learning program? It could be as straightforward as wanting to know if you have done a good job on the program design you just completed. It could be more complex. For example, you might want to identify which of the existing […]

Maximizing Learning Transfer

It is a fact that organizations are spending billions of dollars annually on their learning and development (L&D) activities. Paired with this fact, is the belief that no more 20% of this investment results in the transfer of the new skills and knowledge back to the job. Current research in neuroscience (Neuroscience Part 1: What […]

Getting Certified with FKA

FKA is the recognized leader in Trainer Certification. We have helped over 80,000 learning and performance professionals attain meaningful certification in their industry. You can earn these premier credentials in several ways.

Adult Learning Principles: Incorporating them into the Traditional Classroom

Part 1 of a 2-Part Series Adult Learning Principles are the actions and conditions that support, enhance and promote learning for adults. FKA has identified ten adult learning principles specific to instructors/facilitators that ensure learning happens. In this blog we will focus on how to incorporate adult learning principles in the traditional classroom.

Using Distance Coaching to Develop Untethered Workers

In 2014, Bersin by Deloitte published their infographic, Meet the Modern Learner. In it, they reported that companies are finding it harder to reach and develop their “untethered” workers. This is a significant problem because at the time 30% of full-time employees did most of their work remotely.

Four Stages of Learning and Retention Factors

Effective facilitators and instructional designers, support the stages of learning by helping learners appreciate where they are in the model and then guide them through the subsequent stages. Let’s quickly review the Four Stages of Learning and then identify some retention factors that increase the probability of moving information into the long-term memory, through those […]

How to Grab and Hold a Learners’ Attention!

For learners to learn, they must pay attention. It is our job as instructional designers and facilitators to ensure learners will be motivated to focus on the content throughout the lesson. This article talks about how to grab and hold learners’ attention!

Putting the Systematic Learning Process to Work

As a leader in workplace learning and performance, FKA has developed a simple formula to guide design and delivery of learning programs that maximizes learning. Regardless of whether learning happens in a classroom, online, or in the workplace, effective learning uses the Systematic Learning Process.

Scoping a Learning Solution – Art or Science? Part 5

Scoping a Learning Solution Part 5 – Project Plan This is the fifth and final part of our blog, Scoping a Learning Solution – Art or Science?. If you haven’t read the earlier parts, please do so: Part 1 – Estimating Duration Part 2 – Selecting Instructional Strategies Part 3 – Assigning Development Ratios Part 4 […]

Scoping a Learning Solution – Art or Science? Part 4

Part 4 – Media Requirements & Evaluation Plan This is the fourth part of our blog ‘Scoping a Learning Solution – Art or Science?’ If you have not read the previous posts, please do so: Part 1 – Estimating Duration Part 2 – Selecting Instructional Strategies Part 3 – Assigning Development Ratios

Scoping a Learning Solution – Art or Science? Part 3

Part 3 – Assigning Development Ratios* *Development Ratios also include the effort required for all the Design activities. This is the third part of our blog, Scoping a Learning Solution – Art or Science? If you have not read the previous posts, please do so:

Scoping a Learning Solution – Art or Science? Part 2

Part 2 – Instructional Strategy This is the second part of our blog, Scoping a Learning Solution – Art or Science?. If you have not read “Part 1 – Estimating Duration” yet, please do so before reading this blog. Part 1 provides an overview of the entire scoping process.

Scoping a Learning Solution – Art or Science?

Estimating Duration Scoping a learning solution…is it an art or is there some science involved? After 50+ years of scoping a wide range of learning solutions, FKA can say, “Yes.” There is an ‘art’, or at least a skill, to scoping a solution but we have developed a structured approach that provides a scientific framework […]

Conducting Successful Focus Groups

Michael Nolan1 Abstract: Focus groups are widely accepted as a critical data-gathering method that produces key results at a reasonable cost. The method is particularly important when the goal is to gather perceptions, opinions, suggestions, attitudes or feelings about a specific topic. Focus groups are also used to get insight into why these beliefs or […]

Running Effective Meetings: Keeping Moving (Part 3)

In the first two blogs in this series about running effective meetings we identified the first phase, Getting Started, and the 7 Key Actions that should take place, prior to the working part of the meeting:

Running Effective Meetings: Getting Started (Part 2)

In the first blog in this series , Running Effective Meetings: Getting Started (Part 1) we identified the first phase, Getting Started, and the first 4 Key Actions that should take place, prior to the meeting: Define the purpose and desired outcome. Determine if a group meeting is necessary. Identify who should attend. Define when […]

eLearning Game Development Workflow Part 3

Step 3 of the Game Development Workflow – Develop the Storyboard The third step in developing an online game is to represent the game concept in terms the programmer can interpret. This is achieved by preparing a storyboard of the game. The game storyboard is similar to the storyboard prepared for any e-learning development project. […]

eLearning Game Development Workflow Part 2

Step 2 of the Game Development Workflow – Design the Game Concept The second step in the game development workflow is to complete the conceptual design of your game. This is where you describe keys aspects of the games design. There are six things that need to be specified in the concept:

eLearning Game Development Workflow Part 1

Why do we Need a Game Development Workflow? As the use of games as a method of instruction increases the need for a clear development workflow increases. A game development workflow is an extension of the instructional systems design (ISD) workflow. Using FKA’s ISD methodology as the framework the decision to include a game as […]

Neuroscience Part 3: Microlearning

Let me say up front I do not see the increased interest in microlearning as attributable to research in cognitive neuroscience but it is a logical extension of the Spacing Effect so I have included it as the third part of the Neuroscience series.

Focus on Performance

Performance Improvement The Learning and Development (L&D) profession continues to undergo major structural changes, one of which is to the transition away from a focus on learning as the output and toward a focus on performance improvement.

Neuroscience Part 2: Spacing Effect

Spacing Effect versus Spaced Learning There is a lot of new terminology being used when talking about neuroscience and how it’s research can be applied to increase learning. Two terms you often hear—and should be clarified— are: ‘Spacing Effect’ and ‘Spaced Learning’.

So who is SAM?

Successive Approximation Model (SAM) is an agile development model created by Michael Allen, a recognized pioneer and leader in the design of interactive multimedia learning tools and applications.

Diary of a Road Warrior: A Week in the Life of Presenting at Conferences

What a terrific week of Learning and Development. I traveled from the East to West Coast and back to deliver four amazing sessions at TRAINING 2017 in San Diego, California and HRPA’s 2017 Annual Conference and Trade show in Toronto, Ontario. Here is brief play-by-play, that I know most Road Warriors have experienced, along with […]

How Learning Contributes to Organizational Success

Friesen, Kaye and Associates is celebrating 50 years in the learning and performance improvement field. This is what we have learned about how effective learning programs can greatly increase the success of any organization.

Neuroscience Part 1: What Was Old is New Again

FKA celebrated its 50th anniversary this past year. Paul Friesen started the company in 1966 and, along with Joe Harless and Bob Mager, was part of ushering in a formalized approach to training in the business world. In his book, “Designing instruction: A systematic or “systems” approach using programmed instruction as a model” published in […]

Do you Need ISD (Instructional Systems Design) to Support Informal Learning?

A previous post, Coached Informal Learning discussed the 70:20:10 model of learning and development which suggests that 90% of learning is achieved through informal learning and only 10% is achieved through formal learning. Effective L&D organizations use an instructional system design (ISD) methodology to ensure the formal learning developed and delivered aligns with the performance […]

Coached Informal Learning

The 70:20:10 model of learning and development states that 70% of learning comes from on-the-job experiences; 20% comes from getting feedback, observing others and developmental relationships; while only 10% comes from formal learning events.

Millennials

Gen Y or the “millennials” are becoming the dominant demographic in the corporate learning population. Born between 1982 and 2004, millennials are the under 45’ in the work force.