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Hub You - Proven Methods To Increase Workplace Productivity... In Less Time and With Less Cost
When you go shopping for a new car, do you send an email to all the dealers in your area, asking if they'll please let you buy their car? How about when you need a new pair of shoes? Would you walk around the mall looking for a store that would consider accepting you as a customer?Of course not! You choose the car you want. You look at all the shoes on offer and select the ones you like. You are in control of those decisions, as you should be.So why is it so different when it comes to job search? Why, instead of shopping around for a position that suits them, do so many people ask random companies to hire them?And why do so many people jump at the first job that's offered, whether or not it's a good fit?I really don't think it needs to be that way for most people. I think it's possible to completely change the way you think about your job search - to shift gears from asking someone to h
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective fo
If you are in management there are huge amounts of information to process and there is also the gut instinct, you have that you know what I am talking about. In football it is knowing instinctively when to weave and dodge when you have the ball and the entire rest of the time want to pummel your butt. All you care about it the goal line and the touch down.Well good for you, but has your team set it self up properly to achieve that goal? Hopefully so and you will need some power players to run block and crush those defenders who try to take your destiny away from you. You need to know which defenders you need to look at for, as these are your targets.How do you know who they are? Well, you should have studied everything about your competition before the game. You must know your competition, as well as you know your customers; that is to say as much as you know the goal line. You must also know their m
The Problem
Do any of these challenges sound familiar to you?
- We spent quite a bit of money to train our staff, and now 6 months later nobody is using it!
- Everybody liked the program, and they were positive when they walked out the door, but nothing seems to have really changed….
- Our senior leaders are complaining that we didn't get the results we were after, in spite of the significant investment we made!
These scenarios happen all too often today. There are 3 key reasons why your training investment may be wasted:
- All skill learning involves physically growing new neural connections in the brain.
- It takes lots of practice and an extended period of repetition of skills to stimulate this growth and establish these neural connections.
- Improving behavior with new skills means working against habits that have been ingrained for decades.
It sounds like a daunting task to overcome these hurdles, doesn't it? But today there are new strategies, resources and technologies that can overcome these obstacles and really make learning stick.
The Solution
If you perceive training not as an event, but as a process designed to reinforce behavior over the long run, you will see long-term behavior change and increase your ROI from learning initiatives. An excellent way to do this is with a “blended approach” to learning.
About Blended Learning
“Blended Learning” is a term used to define the use of multiple learning resources to help learners change behavior. This includes instructor-led classes, virtual classes, self-paced instruction, assessment tools, coaching, on-the-job resources, books, reference manuals, and discussion forums. Knowing how to create well-designed learning solutions, using a blended approach, can insure you achieve the objectives you've targeted.
Blended learning has become one of the hottest topics in the learning profession. In a recent study, survey respondents rated blended learning as the most effective form of training.1
In fact, the use of blended learning is projected to double in the next couple of years. In 2004, it comprised 16.1% of training and is projected to grow to 29.4% of all training by 2006. It was cited as the most effective type of training by 78.5% of respondents in the 2004 survey, followed by instructor-led and on-the-job training. It was also cited as the most efficient form of training.
The amount of online learning used over the next 2-3 years is also expected to double. Our experience has shown there are 2 approaches to e-learning that will significantly enhance learner retention and provide a high ROI, as follows:
- Online Instructor-led Training. This is also known as a Virtual Classroom.
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective for
So you graduated with a business degree or even a MBA and you don’t want to become an accountant or get too heavily involved in the finance or banking areas. You like marketing and sales but are not sure of which industry to work in. If you want to be in a leading edge field that plays an important role in healthcare, you might want to consider a pharmaceutical sales career.Unlike what some people think, one does not have to be a science graduate or have a scientific background to become a pharmaceutical sales representative. As long as one has the aptitude to keep learning, pharmaceutical company training departments will make sure that new pharmaceutical sales reps are thoroughly trained in the science in order to do the job effectively.Although it is easier for people with science backgrounds, there have been many others who went into pharmaceutical sales careers without prior related experienc
- All skill learning involves physically growing new neural connections in the brain.
- It takes lots of practice and an extended period of repetition of skills to stimulate this growth and establish these neural connections.
- Improving behavior with new skills means working against habits that have been ingrained for decades.
It sounds like a daunting task to overcome these hurdles, doesn't it? But today there are new strategies, resources and technologies that can overcome these obstacles and really make learning stick.
The Solution
If you perceive training not as an event, but as a process designed to reinforce behavior over the long run, you will see long-term behavior change and increase your ROI from learning initiatives. An excellent way to do this is with a “blended approach” to learning.
About Blended Learning
“Blended Learning” is a term used to define the use of multiple learning resources to help learners change behavior. This includes instructor-led classes, virtual classes, self-paced instruction, assessment tools, coaching, on-the-job resources, books, reference manuals, and discussion forums. Knowing how to create well-designed learning solutions, using a blended approach, can insure you achieve the objectives you've targeted.
Blended learning has become one of the hottest topics in the learning profession. In a recent study, survey respondents rated blended learning as the most effective form of training.1
In fact, the use of blended learning is projected to double in the next couple of years. In 2004, it comprised 16.1% of training and is projected to grow to 29.4% of all training by 2006. It was cited as the most effective type of training by 78.5% of respondents in the 2004 survey, followed by instructor-led and on-the-job training. It was also cited as the most efficient form of training.
The amount of online learning used over the next 2-3 years is also expected to double. Our experience has shown there are 2 approaches to e-learning that will significantly enhance learner retention and provide a high ROI, as follows:
- Online Instructor-led Training. This is also known as a Virtual Classroom.
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective fo
Advertising a new tech gadget or toy is much different than advertising a more well established product. The customer needs to be excited and put it on their must have list to buy; to be the first on the block to have one. Advertising a toaster, microwave oven or pick-up truck is a lot easier than a new high-tech toy or computerized widget.One thing that advertisers try to do is to demonstrate to you how frustrated you are with the current way of doing things and then produce the product and show how it will alleviate all these frustrations and make your life so much easier. Then you will wonder how you ever got a long without this new high-tech product.Another thing that advertisers try to do with advertising high-tech toys or computerized widgets is to show how cool it is and how everyone will be impressed when they see it. This will indeed elevate your social status and make you look like you ar
About Blended Learning
“Blended Learning” is a term used to define the use of multiple learning resources to help learners change behavior. This includes instructor-led classes, virtual classes, self-paced instruction, assessment tools, coaching, on-the-job resources, books, reference manuals, and discussion forums. Knowing how to create well-designed learning solutions, using a blended approach, can insure you achieve the objectives you've targeted.
Blended learning has become one of the hottest topics in the learning profession. In a recent study, survey respondents rated blended learning as the most effective form of training.1
In fact, the use of blended learning is projected to double in the next couple of years. In 2004, it comprised 16.1% of training and is projected to grow to 29.4% of all training by 2006. It was cited as the most effective type of training by 78.5% of respondents in the 2004 survey, followed by instructor-led and on-the-job training. It was also cited as the most efficient form of training.
The amount of online learning used over the next 2-3 years is also expected to double. Our experience has shown there are 2 approaches to e-learning that will significantly enhance learner retention and provide a high ROI, as follows:
- Online Instructor-led Training. This is also known as a Virtual Classroom.
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective fo
From my experience, most businesses can benefit from a regular health check – a business diagnostic that takes a thorough look at the whole business and identifies priorities and potential solutions for better performance.Maybe it is already a part of your annual budgeting process or strategic planning sessions but it can be a very valuable exercise to step back from the daily demands on your time and look at your business from a distance to re-assess how well you are doing in the key areas that affect success.Here is a list of 10 check points and some approaches to consider for raising your business performance to the next level:1. Start with a strategic plan. You and your team need to be chasing the same dream. Write it down or find your last business plan. Review it against last year’s results. Re-write it. Use it. It's the road map to achieving your business objectives. But remember t
In fact, the use of blended learning is projected to double in the next couple of years. In 2004, it comprised 16.1% of training and is projected to grow to 29.4% of all training by 2006. It was cited as the most effective type of training by 78.5% of respondents in the 2004 survey, followed by instructor-led and on-the-job training. It was also cited as the most efficient form of training.
The amount of online learning used over the next 2-3 years is also expected to double. Our experience has shown there are 2 approaches to e-learning that will significantly enhance learner retention and provide a high ROI, as follows:
- Online Instructor-led Training. This is also known as a Virtual Classroom.
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective fo
CLUETRAIN MANIFESTED - If you don't know where you are going - how on earth do you expect your coaching clients to understand their mission, dream, purpose, mission, goal? A good career consultant has clarity and works their sox off to give the same to their clients.Many people are attracted by the idea of giving other people advice and guidance - it brings out the 'people-loving' side of even 'die-hard' human resource and employment management professionals who think they might just retire into that role.DODO FOOD? Just because people you managed in the organization used to listen to you before when you had some control over their lives does not mean that they will pay attention now. You must have something that they would cheerfully pay to hear.In fact - you need within just a few minutes to build a rapport so strong that the individual will comfortably tell you their life story, unafraid an
- Online, Self-Paced Training.
Moving from instructor-led classroom instruction to self-paced online instruction and virtual classroom delivery was frequently mentioned as the key to:2
- increasing the ration of employees to learning staff members by up to 40%
- reducing travel costs by as much as 80 percent
- reduced time away from the job
- increased usage of learning assets
- integrating learning with job tasks
This indicates that not only is a blended learning approach a more productive learning experience, it is also more cost-effective for the organization. One key element of reduced cost is the reduction of travel costs and time out of the office.
The Importance of Reinforcement and an Ongoing Learning Process
In addition to the use of multiple learning delivery options, the use of reinforcement and ongoing “touch points” is critical for enhancing learner retention. Without an ample period of skill reinforcement, an organization’s investment in training will not result in changed behavior patterns.
The key is to think of training not as an event, but as a long-term process. We have found that the use of virtual classes, conducted in 60-90 minute sessions, provides an excellent way to economically and efficiently create reinforcement opportunities and enhance learner retention. It also encourages an additional element of accountability when each participant must report the actions taken on their Development Plan, as created in the classroom.
Assessment, Measurement and the use of a Development Plan
Not only do assessment tools provide excellent resources to measure progress, they enhance the learner’s ability to apply new skills and retain knowledge. An excellent way to measure improvement is to use a behavior-based pre-test before training, followed by an identical post-test 9 to 12 months later. Knowledge tests assess the wrong thing: what a person knows, rather than what a person is doing. Multi-source feedback (also known as 360 degree feedback) is the only way to get an objective assessment of leader, team and other people skills, all of which are otherwise hard to measure.3
Not only does 360-degree feedback offer an excellent measurement resource, it provides the participant feedback regarding his or her current strengths and development needs in areas targeted during the training program. This helps the participant apply the learning concepts discussed in the classroom, and to create an individualized Development Plan to improve behavior.
Accountability
Holding participants accountable increases the chance that they will follow through on the actions identified to enhance their performance. When they know they will be held responsible to show evidence of improvement, their motivation to work on performance issues dramatically grows. When the participant shares his or her Development Plan with the immediate manager, it helps the manager to not only coach the individual where needed, but hold him or her accountable for following though on the plan.
Strong, consistent coaching from supervisors and managers is the key to bridging the chasm that exists between learning and behavior. Train leaders to apply the right amount of accountability and support to their direct reports to ensure that transfer takes place. Include a 360-degree feedback process to enhance the likelihood that supervisors are applying what they've learned.4
Summary
The bad news is that it’s extremely hard to improve performance when less effective behaviors have been
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