A bore. A chore. Cringe-inducing. Hellish. I recently read this article: Why so many companies get training wrong. Those words above were used to describe learning programs. To hear the attendees talk, learning programs are awful. As a learning professional, this may match feedback you’ve received (but I hope not). If you attend learning programs,
Learning and business outcomes. One should always lead to the other. As I said in my last post (Why Is Behavior Change the Key to Learning Measurement?), there is a deep connection between the work we do and business outcomes. Our goal is to make the business more capable through learning programs. We exist to
Measurement is a mystery to many people in our profession. That’s a shame because measurement is the only way learning pros can show their value to the businesses they serve. There is a deep connection between the work we do and business outcomes. At its most basic, learning adds capability to a business. It helps
It can be difficult to be the first in anything. The first person to push back on common practice often gets hit with a mountain of ridicule from those who have done the same thing forever. When you are the first, others tell you all the reasons why what you are doing is wrong. You
We hear it all too often in learning. We work with our organization to create a requested program. We deliver the program. Yet a month later no one is using the learning. The inevitable question is “What went wrong?”
I saw an article recently at the Chief Learning Officer website. It was titled, “It Happens. Employees Forget What They’ve Learned.” Uh, no, it doesn’t just happen. If all your employees forget the training they’ve had, you don’t need reminders. You don’t need to consistently deliver material to make it stick. You need to collaborate
For almost 10 years, I’ve helped training professionals learn how to measure their learning programs. In doing this, we’ve proved to them that making this link shows their contribution to organizational success. Over the years, there has been progress. At first, it was a trial to get learning professionals to think past the survey and
As students, tests provide evaluation of what you’ve learned. As an employee, the annual performance review evaluates your progress over the past year. That information helps plot your path for the upcoming year. When you take your car in for repair, a mechanic evaluates what’s wrong with it and estimates what it will take to
L&D departments everywhere overflow with instructors who know their subjects. We often refer to these experts as a SME (or subject matter expert). In fact, many L&D practitioners entered the field because of their technical expertise. In a pinch, a SME is often recruited as training creator. Why? It’s often because a company needs a
The 2017 Training Conference and Expo is happening soon. From January 30-February 1 in San Diego, learn the newest approaches to training. At this conference, I’ll present the ROI By Design® model. If you have not already, please plan to join my 3-hour, hands-on clinic. In my session, you learn and practice the ROI By
Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.