An excellent blog post here, summarising the role the line manager plays. It’s been clear for over 2 decades that the line manager has a bigger impact than trainer or participant. And yet few line managers have the support they need to enable them help their people turn new learning into new performance.
Which is where we come in … use TransferLogix from Learning Transfer Solutions to enable your line managers apply best practice in helping their people activate new learning.
says, what makes a truly great manager lies in a few fairly obvious things. What Google found out of the data from their internal study is exactly what makes a great Google manager. Which may have nothing to do with what makes a great Lufthansa manager, for example.
Google is heavily reliant on solid data, even in their HR, a field often relying only on experience and intuition. Forward-thinking companies though, like Google, are turning more and more to data to complement experience and intuition. (See Todd (more…)
Performance interventions (whether learning, e-learning, on the job, or a complete organisational transformation) are most likely to deliver fast, permanent gains in performance if there is a clear contract before the intervention. A contract between the line manager and the participant(s).
One critical element is clarity on what is expected of the participant on the job after the intervention; coupled with feedback on how well they are currently doing vs. expectations.
The lean way, pioneered by Toyota over 50 years ago, adds value for the customer by eliminating waste and identifying “the best way.” Lean is not yet much used for “soft” processes, like learning and development; but those of our clients already using lean for manufacturing see clearly that we have brought lean thinking to human factors and human performance transfer.
Lean, or one of the other ways of systemically and continuously improving any process, is at the heart of most technical development, design and manufacturing today. If done (more…)
For as long as I have been in the HRD profession ROI has been the “holy grail” of training evaluation. Unfortunately, an effective AND practical method has been elusive. Despite literally decades of promoting it, the fact is ROI is rarely calculated for training investments.
Debate has swirled for years about how best to calculate ROI. Evaluation purists have developed effective methods, but they are mostly impractical for all but the biggest training initiatives. The methods promoted by purists tend to be (more…)