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Performance Improvement

Something I always think about (thanks to Kirkpatrick, Cathy Moore, and Human Performance Theory): Sometimes Training is not the answer.

From the outset: If we work backwards from what we want to see in the performance environment, we can identify the Critical Behaviors and perform gap analyses. Sometimes we need documentation (a guide, job aid, SOP, or checklist), sometimes we need a role adjustment, sometimes we need a tool, sometimes we need motivation or habit change—and training cannot solve all these problems. We also have to consider the forgetting curve: much of training is forgotten in a matter of days/weeks if it is not used immediately. In most cases, we need a multi-pronged approach to hit our target.

In addition, the same critical behaviors can be used to drive performance feedback, professional development, personal reflection and growth, and more. On the other end, performance outcomes and metrics can drive gap analyses and performance interventions. Strategic Performance Improvement is an evidence-based approach to training and professional and organizational improvement.

eLearning

eLearning is a great solution to specific training and development situations. It is critical to design with the learner in mind (pay attention to Cognitive Load issues, arrange learning to drive engagement, create authentic learning environments and more).

eLearning is especially helpful when:

• Training is frequent and repetitive
• Time zones and work schedules vary
• Time is needed for reflection
• Interactive training is indicated
• Learner pace varies

Equipping Others to Design and Develop Training

One of my favorite ways to impact training is to equip those who are creating and delivering training. Trainers are working in the trenches and most have an innate sense of learner-centered design coupled with critical on-the-job experience. I see my role as being the one to help them get results more efficiently and predictably.

I want to enable learning professionals to break through to the next level. This work is satisfying to me for a few reasons: I love collaborating, I thrive on applying learning science, and investing in learning professionals multiplies my efforts and allowing me to impact more learners than I could on my own.

Authentic Learning Activities

Learning Activities provide experiential learning opportunities for users to increase a sense of relevance and begin to build schemas with the scaffolding of a structured training environment and performance supports. Today’s workforce benefits from short intervals between instruction and practice. Learning activities, tied to instruction, allow learners to build confidence and a sense of autonomy and competence while engaging in authentic practice with feedback.

Writing samples

Professional writing is a core skill for instructional design and training management. I love writing and have done it both professionally and as a hobby. You can find samples of my professional and academic writing on both the public and private portfolio pages.