Video in your learning strategy mix? What Masterchef can teach us.

It’s been there since time immemorial. At least some can say that.

Video has been somewhere or the other in the learning mix for most corporates. Has it been key? Mostly no.

Technology itself was part of the problem for the longest time imaginable. Poor quality video. When that improved, it put tremendous ask on internet bandwidth. Not to mention computers and graphic cards.

With that out of the way, at least for most corporates, video has become a real possibility. Together with her younger bro, gamification, and middle androgenous sibling, game-based learning, video is all set to be the next wave in corporate learning. Perhaps also in MOOCs.

That begets the question, is video the right choice for you? And if it is, how do you use it effectively?

Training as an event VS a continuous process

Very interesting article by Harold Jarche @hjarche : “enough training“.

https://t.co/gSqn0E8GgX?ssr=true

The context: “In a recent CBC News story, a railway conductor lost her job following a derailment. She claimed she was not adequately trained.” forms the starting point for his poignant appeal to training departments to start looking beyond structured, mandated training alone as a performance driver.

It’s a mindset that even the most advanced training organizations suffer from. Training and performance support are literally two key pillars of organizational performance. The fact that the two are NOT mutually exclusive, but rather need to co-exist is a point most L&D departments miss.

It’s really the tick-mark mentality that needs change. It’s also important to recognize that members of the L&D department are themselves victims of rather archaic rewards and recognition systems. Because it is easy to tangibly identify, organizations tend to reward L&D staff for a ‘training successfully completed’. Tickmark. Not employees successfully competent to excel at their jobs.

This, while measurable, is less than markable as an ‘event’. Therein also lies the crux of the problem… Of seeing training as an event, rather than a continuous process.

What are your thoughts on the role of training and performance support? Share them in the comments :).

 

Five Must-Have Sandbox Tools for Entry Level New Hire Onboarding

At art school, they never taught me a thing. They simply let me do. Let me fancy myself doing art. I learnt as I did. That made me think, my mother never taught me to cook. Shame, I think, for an Indian girl. But she knew better. I tried, I tasted, then tried and tasted, then again tried and tasted my way to ethereal cooking (even if I say so).

High Fives of a Successful New Hire Onboarding Program

Fact: Only 9% managers feel their company does an “extremely good” job of onboarding.

Fancy that. It’s like you’ve been granted a billion dollars of cash in bank, and you merely allow it to dwindle and waste away. That billion dollar grant is meant for you to power and grow your business. Don’t waste it.

New hire onboarding is your most strategic investment to building a highly effective workforce.

Disruption at the ‘Cross’roads – A tribute to Jay Cross, the man who disrupted the learning world’s complacence

On November 6, 2015, Jay Cross decided it was time he did something better with his time… share a laugh with the angels about the quizzical human mind.