Inspired by the four levels of Kirkpatrick and the article Making Corporate Learning Work by Shlomo Ben-Hur & Nik Kinley I came up with a new model this morning. From the latter the inspiration was the following quote (amongst others): academic learning is primarily focused on inputs, what is taught and what is learned; but
Planting a tree with the 4 levels of Kirkpatrick
I was attending a fantastic training event last week, the Bronze level of Kirkpatrick four levels evaluation certificate program. I’m going to try to explain the model taught and (of course) used in class with an example a little bit more close to heart than “evaluate the result of a training program”. Let’s start from
Top 5 posts in 2012
Time to do a quick review of what posts got the most visitors last year. I’ll do one for Q1 2013 as well but that’ll have to wait until later. The list looks like this: Sharing implicit knowledge by writing, reading and reflecting - Written as an answer to one of Harold Jarches brilliant posts (Communities
Creating a 70-20-10 blended learning event
Most of us L&D professionals like to create structured learning programs to support the always existing informal work-based learning. But how do we incorporate various channels for these learning opportunities at the same time as we try to keep them work-based, peer-based or formal, i.e. grounded in the 70-20-10 framework? When we’re moving away from
Performance, Assessments and OTJ Assignments
Jane Hart posted ABC: Keep it Simple Training a few days after my post on Business performance vs Certification requirements. The similarities between them strengthen my case and in her post Hart shares a link to Jane Bozart’s Nuts and Bolts: Design Assessments First that also makes an interesting case for starting with assessments instead of
The manager connects the pieces of 70-20-10
“Practice doesn’t make perfect: it only makes it permanent. Practice is repetition, and if you repeat the same mistakes over and over again, you will just become very good at making mistakes. Along the way, you might learn a thing or two. Some single individual might get a revelation and be hailed as a genius.
Content graphical signature
I got inspired by the post The Art Of Timelines For Learning and this illustration on Wikimedia. The question I asked myself was; what if one could illustrate the content of a course (or a learning program) in a graphical way and thereby giving the content an unique visual signature? Click the picture below to see it
Business performance vs Certification requirements
Training and formal learning of any kind is nowadays seen as something old-fashioned or an necessary evil. Old-fashioned because of course it should be social, through networks rather than hierarchies, extracted from work instead of added to work etc. However, in some businesses we’ve got something called certification requirements. You’re not allowed into the customer’s
From Training to Performance partners
Browsing the web in search for insightful people I’ve came across Kirkpatrick partners (yup, the guys behind the 4 levels of measuring). Jim and Wendy Kirkpatrick wrote an inspiring post a few days ago – Learning Is Not the Holy Grail – and this post of mine is based on their post and extended with
Work-based learning
Niklas Angmyr’s (@Nilkas_Angmyr) model of Competence – Ability – Performance is interesting by itself and also in relation to my Multi-layer Learning. (His model is described in detail in Swedish on Niklas’ blog http://www.palorial.se/inkurans-och-avskrivning-av-kompetens/) Below is my expanded version of his model. Some key notions or starting points of mine; Knowledge cannot be stored. It’s more
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