So, I learned that there were these bad guys hacking away at WordPress blogs (just as this one) a couple of months ago. That’s not a good thing. Hackers corrupting nice people’s blogs just for fun or for “evil” should get a good beating for what they do. But that’s beside the point as of now because – what did I do with this new knowledge?
Learning doesn’t mean performance or that things get done at all. My blog has all the posts still here thankfully but there are probably some that aren’t looking right and all old comments are gone. All because I’ve had to reinstall everything.
Now, a clean install isn’t THAT bad a thing really. It takes an hour or so. However, it IS that bad if you haven’t got an updated backup to reinstall from. Which I hadn’t…
By reading this I hope you don’t learn anything in particular but instead – increase your own WordPress security! I’m just getting started myself and a good place to start is
I really do like the ideas in The New World Kirkpatrick Model but there are some things that are contradictory or just seem wrong. Most of us have seen the old 4 levels of yore; Level 1: Reaction, Level 2: Learning, Level 3: Behavior and Level 4: Results. What strikes me as odd is that they are not really grounded in today’s world of performance change, even though they’re called “The New World Kirkpatrick Model”.
Why? Most of Kirkpatrick’s critics look at that Level 2 heading and goes “Ah, it’s all just about training. Ignore and move on…”. I know that the method was developed with training measurement as its focus but it shouldn’t be that anymore and least of all when it’s called “New World”.
Below I’ve embedded BJ Fogg’s keynote from the recent Healthcare Experience Design Conference in Boston. It’s a must-watch if you’re at all interested in the subject of facilitating (not motivating!) behavior change. (Follow the link to BJ Fogg’s website because there’s a wealth of really great stuff there!)
I’ve extracted two screenshots after the video that I think are especially interesting for the L&D crowd. Continue reading
In the post Aligning inputs and outputs of a change campaign I mentioned that I used the Kirkpatrick Four Levels as an inspiration but it wasn’t really clear in what way. I have therefore updated the model to show where the levels are and how to view them within a change process, campaign or project.
What we start with is the below picture that shows all inputs aligning and building upon each other to support that one specific output and end-result.
In a comment to Niklas Angmyr’s post on the subject of learning, corporate learning and the article Making Corporate Learning work by Shlomo Ben-Hur and Nik Kenley, Niklas get one of the authors to comment, namely Nik Kenley, and a very interesting point is made:
Corporate learning has behavioral change as its main goal – not learning. The clinch is that the L&D departments across the globe DO have learning as its main goal – not behavioral change.
Why does this matter? It’s similar to leaving your car at the mechanic’s expecting a tune-up and getting it washed, because the mechanic didn’t have tune-up as her main goal but to get your car as good looking as possible. Not only will the car malfunction as before, but you’d probably still get charged for the washing you didn’t ask for.
It’s the beginning of June and it’s time to summarize the visit stats once more. There has been a great deal of change since the last summarization but one of the posts from that list has “survived” into 2013.
- Learning by PowerPoint – This post is a behemoth in drawing visitors. A part of it is because “PowerPoint” is a search buzzword that generates hits without regard of the content. The other reason is of course because the post’s subject is engaging to anyone. We’ve all seen the really bad PowerPoint presentation and know what this can do to you… and your learning.
- Stop stealing dreams – Seth Godin holds a glorious lecture/talk in front of a live audience on the subject of learning and the schools of today. Don’t miss it!
- Annoyed with my own post – Why this focus on training? – A self-analyzing piece on my own writing and the difference between the terms learning and training.
- Multi-layer learning – There’s not one way to provide learning events. There’s also not only one point in time where you learn. Read all about it here and in the follow-up post (top 7) Work-based learning.
- 10 key learning technology trends – I was interviewed by Kineo’s MD, Steve Rayson, and this is a summary of their e-learning insights report. The report is of course well worth the read.
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 corporate learning should be primarily interested in outputs, how the things we learn are used, and how they can be of value to individuals and organisations.
From the “Four levels of Kirkpatrick” I’m using the concept of aligning all results with critical behaviors and, if it’s needed, what knowledge is required to be learned to pull that new behavior off.
Let’s combine these two concepts and look at how input/output often is misaligned:
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 the back (at Level 4) – What do we want?
So, I and my family want to be able to pick our own apples in two years’ time and we don’t know a thing about planting or caring for trees. Therefor we’re starting up a tree planting project with homegrown apple pie as our first prize. This is our Level 4 Stakeholder Expectation. Now, why do we start with the fourth and last level and not the first one? Because it actually makes more sense this way! Be patient and continue reading…
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 of practice enable the integration of work and learning) and the subject of sharing implicit knowledge.
- Going from training to coaching – Got some ideas about asking questions and getting that inner dialog from attending a webinar by Tim Hagen from Sales Progress in connection to what Scott H Young says about aceing your finals without studying.
- Annoyed with my own post: Why this focus on training? – About thinking the only way to learn is by creating or attending a training… Jeez…
- Sir Ken Robinson – a friend of yours? – If you don’t know this guy, get to know him!
- Turning implicit knowledge into explicit – On how you could help senior staff to be as great role models as possible for junior employees.
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? Continue reading