This is a re-post based on a article I wrote for CSTD Learning Journal back in 2013. It’s posted here in three parts. Part 1 introduced the signature skills demonstrated by experts that separate them from novices. Part 2 presented the type of practice that develops experts. This post discusses implications I see for Learning and Development and makes the connection...Continue Reading
This is a re-post based of a article I wrote for CSTD Learning Journal back in 2013. It’s posted here in three parts. Part 1 introduced the signature skills demonstrated by experts that separate them from novices. *** The signatures skills of expertise I described in Part 1 are the result of years of effortful, progressive practice...Continue Reading
This is a re-post based on a article I wrote for CSTD Learning Journal back in 2013. It’s posted here in three parts. *** We know well-designed practice is a critical for effective training. It’s what differentiates meaningful learning from passive information. But as work becomes more complex and knowledge-based, are the practice activities we design for...Continue Reading
I did a three part interview series recently with HRM Online introducing emerging approaches to learning. You can probably guess what they are: Informal Learning Social Learning Mobile Learning Virtual Learning Gaming and Simulation Performance Support Part one introduces the new paths to learning at work. I’ll post each part in the series here as they...Continue Reading
The language of employee engagement is growing in HR and training circles. Engagement is being used both as an explicit goal and measure of successful interventions. But what is the relationship between engagement and performance? Can we assume that more engaged employees perform better? Taking it further, can we assume that engagement causes improved performance?...Continue Reading
We all make mistakes. We know better, but we follow old ways or accept cultural practices that don’t work. There are patterns that produce successful projects and those that lead to failure (see the project death march). I did a recent presentation on the classic mistakes we make in the planning, design and implementation of...Continue Reading
The Learning End GameTrap Perhaps you’ve re-committed to improve learning as the mission of your department (or next big initiative, or…). It’s well meaning but can be self defeating (or worse, self-fulfilling). The term leaves the impression that learning is the end game, your raison d’être. The real end game is performance; individual and organizational,...Continue Reading
Advocates of the most laissez-faire approaches informal learning suggest that given the right tools employees will do just fine without all the interference by the learning department. No one can argue that experience is not a powerful teacher, or that our most valuable learning occurs while working. But it’s pretty broad generalization don’t you think? Some...Continue Reading
As digital content becomes more prevalent (free and otherwise), there’s much talk about the new role of the learning professional as content curator or content strategy developer. I agree this will be an important role, but worry it yet again puts the focus on structuring and controlling all that information (another round of knowledge management...Continue Reading
What learning are you designing at the moment? Maybe it’s a structured e-learning or classroom program. If you have a more constructivist bent you may be working on an immersive learning environment. If you prefer humanist OD approaches maybe it’s an action learning program. These are all awesome interventions in the right circumstances and each...Continue Reading
This blog contains perspectives on the issues that matter most in workplace learning and performance improvement. It’s written by Tom Gram.
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Here are some popular posts from Tom’s former blog, Performance X Design. Some older posts contain inactive links and unedited formatting while they wait impatiently for him to update them.
