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The CIA’s learning strategy: 4 main principles and corresponding initiatives standard

1st principle: Commitment Initiatives: Integrate new learning approaches – including informal learning, collaborative learning, user-developed content, virtual worlds and simulations – to capitalize on their emerging learning affordances. Create alignment among the various parts of the learning enterprise on use of new learning approaches to create efficiencies, leverage/share resources, develop and use best practices and reduce redundancies. Coordinate and standardize support functions (like receiving credit for learning), work/delivery processes and infrastructure to align to an end-to-end learning cycle and life-long learning. 2nd principle: People-performance Initiatives: Track learning impact by developing and using outcome-focused performance measures in the workplace. Create a staff or learning professional skill set beyond traditional classroom-based education, including skills in consulting, performance improvement, learning innovations and informal/experimental ...

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Rethinking Employee Motivation standard

One of the greatest challenges we face today is motivation. How to motivate our teams, customers, and learners to do what we want them to do? The stick and carrot approach seem to have lost its charm and is not as effective as we thought it was. Maybe it’s time to rethink what we think we know about employee motivation. This article explores what science discovered and most of us seem to ignore.* Many of us think that motivation is a simple concept; rewarding an activity will get you more of it. Punishing an activity will get you less of it. Or, as many call it, the “carrot and stick” approach: It is an idiom that refers to a policy of ...

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The 4 key components of an effective onboarding process standard

So here’s the standard onboarding drill for most new starters: They are given the employee handbook, a few slides with lists of bullet points and a site plan. They then spend the next three to six months – (if they stay!) – gathering knowledge through observing co-workers, who themselves may have incomplete information. In general the results are not good – and the time and energy spent by everyone involved carries an obvious cost for the organization. In fact, the statistics are incredible – it has been estimated that as many as 1 in 3 people leave their organization within the first year, either voluntarily or involuntarily (Wynhurst Group 2007, SHRM Presentation) and that 22% of staff turnover happens within ...

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5 Ways to motivate employees to learn (without rewards) standard

1) Commitment and consistency In the mid-1960s, psychologists Jonathan Freedmand and Scott Fraser conducted an experiment that showed the power of consistency. They sent researchers canvassing door-to-door in a residential suburb of California, asking homeowners if they could put a giant billboard that read “DRIVE CAREFULLY” in their front lawn. 83% of the homeowners rejected their request. With a similar group, they took a different approach. At first contact with the homeowners, the researchers asked them to sign a petition that favored “keeping California beautiful.” Two weeks later, a different researcher asked them if they’d be willing to put the DRIVE CAREFULLY billboard in their front lawn. About half of these people agreed to the request despite the earlier request ...

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