The team at DTS wish to thank Cindy Pascale and Kim Egan from Vado Inc. for presenting an informative webinar yesterday on development best practices. The presentation had some very interesting research based data that identifies practices that are compromising corporate learning and development initiatives. Thank you also to members of our client community who attended the presentation. We are looking forward to showing you the Vado modules in more detail.
On March 21 we are offering our clients an opportunity to meet a true innovator in the world of learning. Cindy Pascale is the Founder and Vice President of Vado and she will be presenting on Development Best Practices. Vado are innovators in creating developmental content that is linked to competency frameworks.
In this research rich session, participants will learn the development best practices that will lead to the maximum return on investment for the organization’s development dollar. Specific outcomes are:
1. The difference between training and development
2. What is scrap learning?
3. How do people best develop new skills and capabilities?
4. What are learners expecting in their development programs?
5. How do you make sure the development will lead to organisation success?
If you are a DOTS client, there are still a few places left. if you are not a client but are interested in learning more about Vadoand how it can boost your organisation’s performance, you are encouraged to contact us. We can show you how we help our clients build more effective organisations.
There is a lot of discussion about employee face time vs. productive time in both our client community and on some well read blogs and social media. The topic is one that has some importance. We have all lived in a ‘do more with less’ paradigm for many years despite the state of the economy in which we work. The hours that one works is not always a good indicator of the work that is completed. The time and execution ratio often shows a skew that discounts the theory that work hours equate to output or execution. In the knowledge economy that insists much work is self generated the hours worked is a rotten indicator of contribution to an organisation. There are all sorts of variables that contribute to a person’s contribution to an organisation. I would include time spent in planning, innovating, exercising, communicating, learning,creating, and dreaming as time well spent in any organisation that I lead. These measures of time are not dependent upon the time a person spends in the office. In an ideal world people would engage in these activities outside of the work environment. By doing so they magnify the impact they make when they are working. I would recommend you have a look at or re-visit Ricardo Semler. When Ricardo’s work first gained prominence it was pretty scary stuff to a lot of business leaders stuck in command and control. An LMS can provide a powerful platform to support engagement and contribution that is not dependent upon more hours worked. The LMS should be a tool to support people to spend more time exploring, thinking and innovating.
I think this blog raises some interesting ideas about branding your training. There has been some discussion in our client community about branding the learning and development in organisations. This goes beyond the typical branding of theDOTS LMS and may extend into a brand for the L&D team and the different services it offers the organisation and other stakeholders. I would like to hear about your ideas and experiences in using branding for your learning and development.
In the spirit of the reflection and planning that is going on as we start 2012, I thought it a good idea to discuss some reflection and planning for those of us in the e-learning community. Here are some questions you might ask as you plan your coming 12 months and the utilisation of learning technology to achieve your objectives.
Of course there are many more diagnostic questions you may ask. These are a good start to cross check on where you are now and support some visualisation of where you wish to drive your LMS project. It is common for LMS projects to lose a bit of momentum once they have achieved the initial business requirements that motivated the acquisition of the LMS In the first place. To regain the momentum of your LMS project you may consider a few of these points:
Would you like some help undertaking an evaluation of your LMS project? We can have an initial discussion to understand where you are now and explore some options to give you a simple clear roadmap to increase the utilisation of your LMS technology, no matter which system you are using.