LearningNow – 25 tips for delivering Performance Support

by | Apr 6, 2014 | Articles

L&D leaders came together to share ideas on how they are using technologies to build performance support.

In the 2013-14 Towards Maturity Benchmark study we saw that 94% of L&D leaders are looking to speed up the application of learning in the workplace but only 19% were acheiving it. In the third of the series we explored this issue by considering the importance of performance support and how it can be integrated into workplace learning to improve the impact of training programmes.

This LEO and Towards Maturity resource summarises information from our guest speakers and the contributions of attendees in the interactive discussion sessions.

As a result of crowdsourcing on the day, we are able to provide hints and tips for:

  • Letting go of control to enable collaboration (thanks to the wonderful Jane Hart!)
  • L&D professionals as they develop themselves to enable sharing and collaboration
  • Designing performance support (including a handy template)

The NEW white paper from this event highlights some of the practical solutions discussed so if you missed the event, then do download this free resource below!

Other LearningNow Resources include:

 

Please note that you need to be logged in /registered to download your copy. By downloading this report you agree for your email address to also be shared with LEO. (Please contact us directly for a copy if you do not wish for your address to be shared).

 

Related downloads

Compare your L&D strategy with the Towards Maturity Learning Health Check

Compare your L&D strategy

Review your L&D strategy to discover your strengths and opportunities for improvement with the Towards Maturity Learning Health Check.

Featured content

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Featured

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.

Pin It on Pinterest