Vision

I've been privileged to work with some great people in the past. These include extraordinary people with advance degrees and equally extraordinary people with few academic credentials but lots of practical experience. As I pull this into perspective, I'd like to establish a simple list of guidelines.

First, learning evolves. While learning styles may vary, occupational learning will occur in practice of real world work and interaction. Research indicates that adults learn best when they continue to apply new learning to current challenges and with exchange and ongoing feedback with others.

This is how I keep myself on track. I teach myself from the following list.

• I help people learn new things.  
• I solve training problems, or find people who can.
• I use many different tools in my job, like computers and video, and knowing something about how people learn.
• I ask for comments and feedback frequently because giving useful and appropriate instruction is important for me.
• I use training tools competently and creatively to help people learn and understand real world work.
• I always consider using all of the resources available to me and I often look for additional resources.
• I am most interested in giving training for high-performance vocations.
• I get tremendous satisfaction from success even when it is tremendously difficult.
• I avoid using explanations like "we've always done it that way."
• I avoid fads and gimmicks.
• I adopt a point of view similar to a person who is going to be using the training while I'm creating it.
• As soon as I can, I get people to try out my design so I can see what I am doing right and wrong.
• I'm not afraid to say, "Nice, that's a better way to do it." or "I know this can improve."
• I like to get my work done a little early so I can enjoy reviewing a job well done or so I can make fine tuning adjustments.

Vocational training for high productivity work requires continually learning, modernizing and a lots of general experience in the workplace. I like that!

Are these practices supported by either one-shot training or one-time coaching sessions? I think, "no, not really." There is need for real world practice, action oriented coaching and discussion, and effective measures for acceptable varying performance in training models that establish readiness for new work.

Useful performance objectives, realistic expectations, and expert observations come often from working with others. Teamwork is important and I pride myself on working well with my team. Action Learning and Action Research belong together in this thinking, in design, and during implementation in effective training for acceptable performance outcomes.

What Employers Want

• employees are Accountable and Responsible, striving to meet performance objectives;
• employees apply new learning in the workplace;
• employees are engaged with each other in their work;
• employees give each other ongoing feedback and support in the workplace;
• employees improve listening, setting goals and giving feedback;
• employees promptly spread core skills across the entire organization.

Getting Started

I like trainee pre-evaluations.  If my team and I can get useful data about our trainees, we can determine risk, predict successes, and further, customize training for our trainees and for employers.  An effective evaluation tool is useful. For example, using guidelines for clarifying employability in a SCANS model for competitiveness.

Check back at this site for future reference to:

-- skill lists and performance expectations

> Skill Checklist

-- SCANS model

 

-- Action Learning and Action Research

 

-- evaluations

 

-- training models

 

-- and more...

 

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