Content about Educational psychology

October 2, 2012
Technology Plus Formal and Informal Learning Strategies=FUN

What if you could transform learning from an obligation to an activity a person enjoys? This would significantly improve engagement for your learners. One of the secrets to doing this is using technology. Designing such an experience that’s both appealing and interesting is a challenge, but when it’s done right, it can help people move mountains.

By Heather Loisel, Chief Marketing Officer, Skillsoft

March 19, 2012
How OD and CoPs Influence Performance

There is never one correct method to follow in prescribing training and/or performance interventions. A variety of solutions can be implemented based on knowledge sharing and a company’s organizational structure. Here’s a look at how Communities of Practice (CoPs) and Organizational Design (OD) influence employee performance.

By Alexandra Harocopos

There is never one correct method to follow in prescribing training and/or performance interventions. A variety of solutions can be implemented based on knowledge sharing and a company’s organizational structure. The best solution is figuring out what works well for your project and your organization. This article will examine how Organizational Design (OD) contributes to performance. It will focus specifically on the influence of knowledge sharing through Communities of Practice (CoPs).

What Is a CoP?

March 16, 2012
Corporate Training: Are Managers Born or Made?

Managers with a growth mindset are more committed to their employees’ development, and to their own, according to Carol S. Dweck, author of “Mindset: The New Psychology of Success.” They give a great deal more developmental coaching, they notice improvement in employees’ performance, and they welcome critiques from their employees, she writes. “Most exciting, the growth mindset can be taught to managers.”

By Carol S. Dweck, Ph.D.

Millions of dollars and thousands of hours are spent each year trying to teach leaders and managers how to coach their employees and give them effective feedback. Yet much of this training is ineffective, and many leaders and mangers remain poor coaches. Is that because this can’t be trained? No, that’s not the reason. Research sheds light on why corporate training often fails.

March 14, 2012
Social Learning Starts with Online CoPs

Two key characteristics of online CoPs set them apart from all other traditional methods of group collaboration. Unlike apprenticeships, brown bag lunches, or other informal methods of collaboration where information can be lost unless individuals take it upon themselves to spread knowledge, online exchanges allow you to capture, tag, and categorize information to easily search for later use. Secondly, this information can be accessed from anywhere around the world at any time.

By Brandon Williams, Consultant, The Educe Group

If you build it, will they really come? Drive the adoption of enterprise-wide social learning technology by creating thriving online communities of practice.

What Is a Community of Practice?

February 24, 2012
Learning: How Change Management Is Done

While most senior executives realize learning is critical to achieving meaningful change, many don’t realize what it takes to achieve the level of learning necessary to make the difference between success and failure. True change can only be achieved through a process of targeted learning that does two things: sells the desired change to the people who have to make it happen; and teaches those people (and gets them to adopt) the new behaviors required to make the change happen.

 

By Sue Kennedy, Chris Musselwhite, and Tammie Plouffe, Discovery Learning Inc.          

February 21, 2012
Best Practices and Outstanding Initiatives

Trainingeditors recognize innovative and successful learning and development programs and practices submitted in the 2012 Training Top 125 application.

BEST PRACTICES

Edward Jones: Practice Makes Perfect (Sales Training)

Each month, Edward Jones hires more than 150 new recruits with little financial background, then trains them to serve clients well. This organic growth is achieved through extensive training, including coaching by veterans, online study, virtual classes, weeklong stints of classroom training, and recorded role-play.

February 20, 2012
Talent Tips: Transparency in Training

Are we being transparent within the field of learning and development these days? Have we been totally open and honest about what we are doing? Do we hide and cover up the real facts behind the results of training dollars spent?

By Roy Saunderson

Has the demand for candor, openness, and personal responsibility in society—a.k.a., “transparency”—effectively affected the field of learning and development?

February 9, 2012
Conference Highlight: Answer-Judging: Where eLearning Platforms Fall Short

Real training requires more than binary feedback. But how can such complication be reproduced in elearning?

 

Training 2012 Conference & Expo speaker Ethan Edwards points out a tragic schism between in-person training and elearning, and offers a tool to bridge the gap.

As instructors, we all know that the best learning occurs when learners are challenged, make mistakes, get specific individualized instructional feedback, and then get the opportunity to practice.

February 9, 2012
Conference Highlight: Managers Who Coach

Understand the difference between managing and coaching.

 

Training 2012 Conference & Expo speaker Tim Hagen explains the difference between managing and coaching:

February 6, 2012
Your New Role: Learning Content Curator (Part 1)

Imagine a time when learners actively come to a learning community we have built and nurtured, and pull exactly the learning they need at the time and place they need it. Effective delivery of such curated learning content will require new tools, strategies, and technologies that force us to think outside of the boundaries of the e-learning course and the corporate LMS and go far beyond the link-sharing tools used on the Web.

By Chris Frederick Willis

February 3, 2012
Conference Highlight: The Reframing Meeting

Help your company or clients understand that you have more to offer than simply executing their orders. Here are resources to help you prepare for a make-or-break reframing meeting.

 

In the third of three posts, Training 2012 Conference & Expo speaker Dick Handshaw talks about establishing your position as a strategic partner.

February 1, 2012
Conference Highlight: Proactive Performance Consulting

To transition from an “order taker” to a strategic partner, start acting the part today.

 

In the second of three posts, Training 2012 Conference & Expo speaker Dick Handshaw talks about establishing your position as a strategic partner.

January 30, 2012
Conference Highlight: Tired of Taking Orders? Part I

Your function is to train, but in the minds of your co-workers and employers, you may be anything from an order taker to a strategic partner. In the end, that perception determines how effectively you can do your job.

 

In the first of three posts, Training 2012 Conference & Expo speaker Dick Handshaw talks about the transition from “order taker” to “strategic partner.” Check back for posts two and three February 1st and 3rd. 

January 30, 2012
Flipping the Classroom at Work

In a flipped classroom at work, lectures are delivered outside of class via online video, and classroom time with teachers is used to do homework and work through any difficulties.

By Dan Cooper, CEO, ej4.com

One of the standard creativity techniques is “reversal.” This is where you take some established idea, suggest the exact opposite, and then see what the potential benefits might be. It’s exactly what educators are doing with one of the most fundamental assumptions of classroom teaching.

January 27, 2012
Digging Deeper: Measuring the Success of Your eLearning Program

One noteworthy conversation from a week of discussion on Training’s LinkedIn Group.

 

Thanks to Brenda Quinney (Sales Training Manager at RSA) for this thought-provoking question, and to our LinkedIn Group members for their insightful answers.

Q: How do you measure the success of your elearning program? Do you survey your learners? What questions do you ask?

 

January 23, 2012
Conference Highlight: Make Training Stick

Your work means the most when it's shared, learned and applied. Carl Eidson offers three steps that will help your training have an impact.

 

Training 2012 Conference & Expo speaker Carl Eidson answers the question, “What can we do to make training stick?”

January 16, 2012
Conference Highlight: E-N-G-A-G-E

Training 2012Conference & Expo speaker Vicki Halsey created ENGAGE, a new six-step model designed to revolutionize traditional workplace learning and teaching. Based on art and science—from Vicki Halsey’s thirty-five years of teaching experience to the most recent discoveries in neuroscience—the ENGAGE Model has a core purpose: to design learning that brings out people’s innate brilliance, drives action, and delivers results.

January 16, 2012
Field Leader Training at SMUD

Sacramento Municipal Utility District’s Field Leader Training program was designed to develop leadership behaviors among Field foremen, who were not used to coaching staff. The driver for this customized program was the need to increase accountability, communication, feedback, and safety throughout the Field workforce.

By Margery Weinstein

Sacramento Municipal Utility District’s Field Leader Training program was designed to develop leadership behaviors among Field foremen, who were not used to coaching staff. The driver for this customized program was the need to increase accountability, communication, feedback, and safety throughout the Field workforce. The initial effort consisted of three modules, each building on the last. Participants were expected to attend all three modules of training.

The objectives for this program were:

January 16, 2012
The Alphabet of Good Coaches: Part 2

Good coaches must have a positive attitude, a sense of determination, and an ability to help you to find an approach for even the most difficult situation with creativity and intelligence. This article will discuss 14 additional characteristics that set good coaches apart from unsuccessful ones.

By Bruce D. Stasch, Marketing Manager, Work Effects

In Part I of this article (http://trainingmag.com/article/alphabet-good-coaches-part-1), we discussed some attributes that make for a successful coach. Good coaches must have a positive attitude, a sense of determination, and an ability to help you to find an approach for even the most difficult situation with creativity and intelligence. This article will discuss 14 additional characteristics that set good coaches apart from unsuccessful ones.

January 9, 2012
The Alphabet of Good Coaches: Part 1

There are many different types of coaches out there, each claiming to be the best at what they do and promising to make you successful. What sets a good coach apart from an ineffective one? Educational background and experience are not enough. When looking for a coach, here are characteristics every good one must possess to be effective.

By Bruce D. Stasch, Marketing Manager, Work Effects

There are many different types of coaches out there, each claiming to be the best at what they do and promising to make you successful. What sets a good coach apart from an ineffective one? Educational background and experience are not enough. When looking for a coach, here are the first 12 of 26 characteristics every good one must possess to be effective (the remaining 14 characteristics will be revealed in Part 2 of this article posting January 16):

December 5, 2011
Maximizing Learning Transfer

A recent ESI International study shows that organizations estimate a high level of learning transfer to the workplace, but the reality does not bear that estimate out. In response, ESI International took feedback from the survey and added its own client experience to develop a list of the Top 10 best practices for learning transfer.

By Raed S. Haddad, Senior Vice President, Global Delivery Services, ESI International

It’s not just what you know; it’s how you use what you know. Attending a training class without proper post-course knowledge application and integration is a futile, yet common practice. In fact, a recent study shows that organizations estimate a high level of learning transfer to the workplace, but the reality does not bear that estimate out.

November 30, 2011
Effective Leadership Coaching Starts with the Right Culture

Coaching for leadership is about creating an environment that, through its leadership, can achieve a high level of performance. It is not about job training, skills development, or getting a new certification. It is about helping a leader be a better motivator, mentor, and change leader.

By Michael Stewart, Managing Partner, Work Effects

One area of human resources that has grown considerably in recent years is leadership coaching. Coaching leaders isn’t about teaching a leader to do the things they already know how to do but just a bit better. It is about putting the ball in the hands of their teammates and guiding them to victory.

November 23, 2011
Soapbox: The Case for Performance Support

A common misunderstanding of “informal learning” is that it can’t be intentionally designed, implemented, and measured. This assumption is wrong. Informal learning is actually a defendable discipline better known as Performance Support. Performance Support (PS) is providing intuitive, tailored aid to a person at his or her moment of need to ensure the most effective performance.

By Bob Mosher, is Global Chief of Learning Strategy and Evangelism, LearningGuide Solutionsand Jeremy Smith, Leader of Learning Solutions, Herman Miller

November 23, 2011
Talent Tips: Making Learning Fun

VThere is a lot of talk about gamification today and how we can use it in business—with consumers, as well as with our employees. But what about learning? Bill and Melinda Gates think gamification can make a difference in how children can learn. They recently opened their foundation purse strings and invested $20 million partially toward developing innovative digital and game-based learning tools for children in the U.S.

By Roy Saunderson

Are there really benefits to using rewards and recognition through games to help individuals learn more effectively?

There is a lot of talk about gamification today and how we can use it in business—with consumers, as well as with our employees.

But what about learning?

November 23, 2011
Training magazine Events: Reframing Possibility

To mark the 35th anniversary of the Training Conference & Expo, at Training 2012, our aspiration is a simple but audacious one: to take what we know about what works and what does not in driving human performance and to apply it in a way that allows everyone to achieve their utmost potential.

By Tony O’Driscoll, Executive Director, Center for Technology, Entertainment and Media, Duke University’s Fuqua School of Business

To mark the 35th anniversary of the Training Conference & Expo, at Training 2012, our aspiration is a simple but audacious one: to take what we know about what works and what does not in driving human performance and to apply it in a way that allows everyone to achieve their utmost potential.