Do we need to concede that we’ll never be able to accurately measure the impact of our soft skills development solutions? If so, that’s an enormous amount of spending without knowing if we’re making enough of a difference. In this episode, we discuss how it is possible to plan, design and deliver for real impact and how this is already working. KEY TAKEAWAYS Tell people upfront how what they learn applies to their job. Use proprietary internal knowhow to plug content gaps. Have people practic...
Do we need to concede that we’ll never be able to accurately measure the impact of our soft skills development solutions? If so, that’s an enormous amount of spending without knowing if we’re making enough of a difference. In this episode, we discuss how it is possible to plan, design and deliver for real impact and how this is already working.
KEY TAKEAWAYS
- Tell people upfront how what they learn applies to their job.
- Use proprietary internal knowhow to plug content gaps.
- Have people practice what they learn.
- Improve 1st line management training.
- Understand outputs and how they are measured.
- If processes are not being followed by top performers, the processes are wrong.
- L&D needs to develop too, to set an example.
BEST MOMENTS
'We do too much one size fits all.'
'They can learn from each other’s best practice.'
VALUABLE RESOURCES
The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523
L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home
Guy Wallace Bio
Guy W. Wallace is a retired Performance Analyst and Instructional Architect and had been designing and developing performance-based Instruction - Performance Guides & Learning Experiences - for Enterprise Learning functions and their business-critical target audiences since 1979.
Guy started as a Training Developer at Wickes Lumber in 1979 and then became a Training Project Supervisor at Motorola in 1981. Since 1982, he specialized in Curriculum Architecture Design via a Facilitated Group Process. In 1984, he co-authored two articles on these approaches: a Training Magazine article on Curriculum Architecture Design via a Group Process - and another on Creating Models and Matrices using a Group Process - for NSPI's Performance & Instruction Journal. Guy completed his 76th performance-based Curriculum Architecture Design consulting project - since 1982 - in 2019.
Guy, an ISD consultant since 1982 and a partner/owner at three consulting firms, personally served over 80 clients, primarily in Fortune 500 firms in the USA and firms in Canada, Germany, and The Netherlands.
See his websites for lists of clients, descriptions of 250+ projects, publications, presentations, and over 600 free ISD and Performance Improvement PDFs, plus links to free audio & video resources:
Guy Wallace LinkedIn: https://www.linkedin.com/in/guywwallace
HPT Treasures https://hpttreasures.files.wordpress.com/2018/12/Harless-PIJ-1983-Interview.pdf
https://hpttreasures.files.wordpress.com/2018/12/Harless-1985-Performance_Improvement.pdf
Carl Binder: https://www.sixboxes.com/The-Team.html
Dawn Snyder: https://www.dawnsnyderassoc.com
Steve Villachica: https://www.linkedin.com/in/steve-villachica-96a0a69
ABOUT THE HOST
David James
David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.
As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.
CONTACT METHOD
- Twitter: https://twitter.com/davidinlearning
- LinkedIn: https://www.linkedin.com/in/davidjameslinkedin
- L&D Collective: https://360learning.com/the-l-and-d-collective
- Blog: https://360learning.com/blog
- L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home
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