Moments of need are either triggered by an issue or challenge where the knowledge worker is confronted with either remembering what/how to do something and then are forced to rely upon recall knowledge. Where we would like to be is giving them an efficient resource where reference knowledge is readily accessible. Given the amount of information we all have to deal with daily and the documented loss of up to 85% of knowledge gained from training within three weeks, it is no wonder mistakes happen. Yet, we continue to train our people the same way over and over and expectantly wait for different results. I think Einstein defined insanity using a similar example.
Month: August 2012
With all the recent press performance support is getting…make that positive press…I’m noticing that we could easily slip into a best practice of admiring the problem of what to do about it. To be a bit less sarcastic, I must clarify that admiration of the problem is NOT a best practice, but it often seems like we manage to do it best.
Paradigm shift? Methinks this evolution is going to make more noise than a dramatic shift of thinking. My only hope is that training organizations hear the noise and embrace the implications of new skills and integration of learning @ the point of work before they hear another sound – the firing squad blasting away at their training budget.
Plucking is good. It’s happening at an ever-increasing pace. A technology savvy user population is asking for it by their actions. Isn’t that reason enough to shift our content design, development, and delivery models to match the need for the population that pays the rent on our training cost center? Methinks it is, and our [Training’s] paradigm is way over due for an evolutionary step toward the new ground zero for learning @ the point of work.