Transcript 20 October 2011 (early)

04:30:46 pm lrnchat: Welcome to #lrnchat! How have you been?
04:30:48 pm LisaAGoldstein: RT @npmaven: Likely flurry of tweets to come – #Lrnchat is about to begin. Join in! #lrnchat
04:31:02 pm PaFitzpatrick: #lrnchat about to start
04:31:10 pm lrnchat: If you’re new to #lrnchat, how it works is explained here: http://t.co/4Lr208H4
04:32:03 pm lrnchat: Q0) Let’s get started w/ the #lrnchat welcome: What have you learned today? What have you learned this week?
04:32:09 pm alc47: Nic Laycock – Very busy but exciting week – lots of progress – getting excited for DevLearn #lrnchat
04:32:29 pm alc47: Do we have a topic for today? #lrnchat
04:32:41 pm OpenSesameNow: Ditto! RT @lisaagoldstein: RT @npmaven: Likely flurry of tweets to come – #Lrnchat is about to begin. Join in! #lrnchat
04:33:00 pm ckagy: Participating in #lrnchat. Hold on to your hats!
04:33:16 pm ckagy: RT @lrnchat: Q0) Let’s get started w/ the #lrnchat welcome: What have you learned today? What have you learned this week?
04:33:48 pm MimiBarbara: Participating in #lrnchat today. Flurry of tweets for a while.
#lrnchat
04:33:54 pm mdkemmler: Q0) Listening to Recording of Train for Success presentation by Randy Hinrichs re: new book – http://t.co/5993IhOj #lrnchat
04:34:03 pm TriciaRansom: RT @lrnchat: Q0) Let’s get started w/ the #lrnchat welcome: What have you learned today? What have you learned this week?
04:34:26 pm aaronesilvers: @alc47 We’re talking about performance today #lrnchat
04:34:51 pm StephenCHudson: #lrnchat q0) This week I have learned that it is sometimes best to ask around. Rec from friend will save me $800 on insurance
04:34:55 pm ckagy: Q0) i’ve been learning about using games to converge on ideas after brainstorming #lrnchat
04:34:58 pm TriciaRansom: Its Thursday, so that means #lrnchat-a weekly discussion of learning and development. Pardon my tweets! If you wanna, come join us!
04:34:59 pm alc47: RT @aaronesilvers: @alc47 Were talking about performance today #lrnchat
04:35:02 pm PaFitzpatrick: Q0) I have learned that some org’s fear change, esp changes in elearning. But do the fear change more than improved performance? #lrnchat
04:35:16 pm LisaAGoldstein: Q0) I learned that there will be a #lrnchat tweetup at DevLearn11 during DemoFest. Look for the big screen showing #lrnchat feed #lrnchat
04:35:23 pm MimiBarbara: Q0) Learned I prefer the cooler weather. Hallelujah, Fall is finally arriving! #lrnchat
04:35:42 pm alc47: This week I have learned how much better Keynote is than Powerpoint #lrnchat
04:35:42 pm npmaven: Q0) I (re)learned the power of helping others define their learning needs.🙂 Always like having that reinforced-& seeing results. #lrnchat
04:35:43 pm MimiBarbara: Q0) Learned doing a pilot really helps you work out the kinks. #lrnchat
04:35:54 pm JeffMerrell: RT @dpontefract: A follow-up to the digital natives post; “Introducing the Digital Learning Quadrants” http://t.co/ghRMkte6 #hr #lrnchat #edchat #leadership
04:36:09 pm TriciaRansom: Q0) I learned that a cold really can last for more than a week…and can be extraordinarily debilitating! #lrnchat
04:36:11 pm aaronesilvers: Q0) Remembering this week that no matter how strong my armor is, some topics find a way of poking me in the same tender spot #lrnchat
04:36:13 pm PaFitzpatrick: RT @alc47: This week I have learned how much better Keynote is than Powerpoint #lrnchat >> I’ll second that – esp keynote on iPad
04:36:35 pm aaronesilvers: RT @LisaAGoldstein: Q0) I learned that there will be a #lrnchat tweetup at DevLearn11 during DemoFest. Look for the big screen showing #lrnchat feed #lrnchat
04:36:49 pm alc47: RT @LisaAGoldstein: there will be#lrnchat tweetup @ DevLearn during DemoFest. Look for big screen showing #lrnchat feed>Fantastic #lrnchat
04:36:53 pm MimiBarbara: @JeffMerrell Nice! #lrnchat
04:37:10 pm MimiBarbara: @aaronesilvers That will be terrific! #lrnchat
04:37:38 pm CapAnalytics: Joining our first #lrnchat ! Capital Analytics is here to discuss all things related to measuring the impact of human capital initiatives.
04:37:42 pm StephenCHudson: I also learned that I have a new reason to attend #DevLearn – the VirtuSphere simulation environment http://t.co/0AdSefpy #lrnchat
04:37:45 pm britz: @LisaAGoldstein @npmaven don’t ever use the word “flurry” w/ a guy from Syracuse in #lrnchat🙂
04:37:49 pm TriciaRansom: What’s our topic? And are we doing intros? #lrnchat
04:38:02 pm TriciaRansom: @CapAnalytics Welcome! #lrnchat
04:38:36 pm alc47: RT @StephenCHudson: #DevLearn – the VirtuSphere simulation environment http://t.co/8oIIzGwt>Awesome #lrnchat
04:38:38 pm LisaAGoldstein: @britz🙂 #lrnchat
04:39:04 pm OpenSesameNow: @aaronesilvers @lisaagoldstein So excited for the tweetup! #lrnchat
04:39:05 pm aaronesilvers: Aaron Silvers, Chicago, IL. Community Manager for @learningreg and @ADL_Initiative. Speaking at #devlearn. Big things afoot. #lrnchat
04:39:10 pm AndreaMay1: Q0) Hey #lrnchat ers This week I learned that sometimes my old furnace just needs a kick in the backside
04:39:40 pm TriciaRansom: Me too! RT @OpenSesameNow: @aaronesilvers @lisaagoldstein So excited for the tweetup! #lrnchat
04:39:55 pm npmaven: Heh. @britz, I’m in Wyoming. “Flurry” has multiple meanings here, too.🙂 #lrnchat
04:40:10 pm lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:40:29 pm ckagy: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:40:29 pm npmaven: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:41:06 pm OpenSesameNow: Kelly at OpenSesame, the world’s elearning marketplace in Portland, OR. Excited for DevLearn and talking performacne on #lrnchat!
04:41:07 pm MimiBarbara: Q1) Working on a learning impact strategy in my org “as we speak.” #lrnchat
04:41:12 pm alc47: Q1 Please let’s stop talking about training – this is LEARN chat #lrnchat
04:41:34 pm AndreaMay1: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:41:37 pm TriciaRansom: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:41:40 pm OpenSesameNow: @aaronesilvers For sure! I’m excited for the tweetup in particular to meet some people like Lisa in person… #lrnchat
04:41:41 pm MimiBarbara: Q1) Performance improvement efforts run by L&D showing positive impact to business results! #lrnchat
04:41:51 pm ckagy: Q1) on who’s performance? Ours (not sure), or our client’s (yes). Not so good eating our own dogfood. #lrnchat
04:41:54 pm CapAnalytics: This week at @Gartner_inc conf we learned that information is the oil of the 21st century and analytics is the combustion engine #lrnchat
04:42:07 pm dietsociety: @lrnchat the only way to show impact is to measure change in relation to training outcomes – via improvements in quality/metrics #lrnchat
04:42:44 pm AndreaMay1: Q1) yes, shown by reduction of errors in transaction processing and helpdesk calls after implementing an EPSS #lrnchat
04:42:50 pm alc47: RT @ckagy: Q1) on whos performance? Ours (Not), or our clients (yes). Not so good eating our own dogfood. #lrnchat
04:43:00 pm LisaAGoldstein: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:43:18 pm aaronesilvers: @ckagy Share what you can about eating your own dogfood, please. What’s up with that? #lrnchat
04:43:30 pm TriciaRansom: Q1) We don’t measure that. Still documenting number of sessions and backsides in seats. #lrnchat
04:43:47 pm CapAnalytics: . @dietsociety We’ll take you a step further–make sure those training outcomes are linked to business goals #lrnchat
04:43:53 pm alc47: RT @AndreaMay1: Q1) yes, reduction of errors in transaction processing and helpdesk calls after EPSS>good eg of performance change #lrnchat
04:44:09 pm olliegardener: ops.. almost missed #lrnchat then. Cofounder of tech start-up #noddlepod #lrnchat
04:44:15 pm MimiBarbara: Q1) Show impact on performance by taking a “before and after” snapshot #lrnchat
04:44:20 pm LisaAGoldstein: @OpenSesameNow Awww!! Thanks!!! And Ditto!!!! #lrnchat
04:44:39 pm BrianNido: Q0) Things I learned his week: that Steve Jobs spoke at #Educause 13 years ago: http://t.co/1QtfgBA5 #lrnchat
04:44:54 pm alc47: RT @LisaAGoldstein: @OpenSesameNow Awww!! Thanks!!! And Ditto!!!!>me too #lrnchat
04:45:27 pm techherding: Q00 Dick Carlson, Freezing to death in 65 degrees, SC. Purveyor of TechHerding.com and father of three happy Pug Dogs. #lrnchat
04:45:44 pm ckagy: @aaronesilvers we struggle to implement the things we routinely recommend to clients. #lrnchat
04:46:17 pm alc47: RT @ckagy: @aaronesilvers we struggle to implement the things we routinely recommend to clients>means we don’t believe them. #lrnchat
04:46:18 pm C_More_Zebras: #lrnchat – how is it Thursday already?
04:46:26 pm AndreaMay1: @alc47 Thanks much! I was please to see a measurable outcome on that. #lrnchat
04:46:28 pm techherding: Q0 This week, I have learned that if you ask for it, some times you get it — and more. #lrnchat
04:46:43 pm olliegardener: q0) things I learned this week: I can sign documents without printing, signing and scanning (ps: Preview) I like! #lrnchat
04:46:50 pm kasey428: Q1) question doesn’t apply to my work situation since we develop training for others & we don’t eat our own dog food #lrnchat
04:46:57 pm LisaAGoldstein: Q0) I think there is so much we can do to improve. Considering adding Yammar windows in ALL of our software applications. #lrnchat
04:46:59 pm ckagy: RT @alc47: RT @ckagy: we struggle to implement the things we routinely recommend to clients>means we don’t believe them. <😦 #lrnchat
04:47:08 pm aaronesilvers: @kasey428 this seems to be a trend. #lrnchat
04:47:27 pm AlanMontague: Q0 Alan Montague in Chicago kind of late and kind of lurking…..
#lrnchat
04:48:32 pm AlanMontague: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:49:23 pm aaronesilvers: Is it quiet in here or is it just Twitter being slow? #lrnchat
04:49:38 pm ckagy: @aaronesilvers i’m wrkn 2 get a simple pre-training action plan started. plan has 2 include ways 2 share wht U learned w/ peers #lrnchat
04:49:39 pm alc47: @LisaAGoldstein Intention of carrying learning into workplace improvement using Yammer as platform? #lrnchat
04:49:58 pm AlanMontague: Q1 Yes, With fast up to speed new hires hitting perf targets. Sad that they mostly don’t stay long enough to make real contribution #lrnchat
04:49:59 pm OpenSesameNow: @lisaagoldstein That’s a really cool idea – integrating the collaboration throughout the workflow. #lrnchat
04:50:17 pm techherding: Q1: Don’t have a “training department” here — just me and the pugs. But measuring effect is #1 job. #lrnchat
04:50:17 pm LnDDave: RT @lrnchat: Q1) Has your training department had any impact on performance? How can you show it? #lrnchat
04:50:39 pm LnDDave: Greetings #lrnchat. David Kelly from NYC, joining a little late…
04:50:40 pm alc47: @aaronesilvers Seems very quiet – very few contributing, almost nobody checked in #lrnchat
04:50:47 pm aaronesilvers: @ckagy Are your customers in the business wanting it? Are you guys wanting it for yourselves? Or, are you trying to make change? #lrnchat
04:51:03 pm LisaAGoldstein: Deep thinking; big question right out of the gate RT @aaronesilvers: Is it quiet in here or is it just Twitter being slow? #lrnchat
04:51:30 pm MimiBarbara: Q1) We want performance impact data and we want our business partners to want it! #lrnchat
04:51:46 pm ckagy: @aaronesilvers i want it internally, because i’m tired to seeing people reinvent the wheel and silo knowledge #lrnchat
04:51:54 pm JD_Dillon: Q1) One of our biggest problems is we cannot concretely show it. Right now its “the right thing to do.” Need Level 3/4 evidence. #lrnchat
04:52:00 pm aaronesilvers: @MimiBarbara What impact data are you seeking? What’s keeping you from it? #lrnchat
04:52:14 pm kasey428: Q1) speaking for the client, it depends, there have been great successes & abysmal failures #lrnchat
04:52:30 pm aaronesilvers: @JD_Dillon What’s keeping you from getting that data? #lrnchat
04:52:44 pm olliegardener: @alc47 everyone is at the myriad of events going on today..! #chr3 #workplacetrends #likeminds .. and an edu. event too me thinks #lrnchat
04:52:54 pm LisaAGoldstein: Q1) Does this count? Hundreds of employees grateful for knowledge that they didn’t have before? #lrnchat
04:52:54 pm ckagy: we’re also working on explicit recognition of barriers and enablers to performance. not always KSAs! but that’s elementary stuff #lrnchat.
04:53:03 pm briandusablon: You and me both. Why hello Lrnchat – been a while. RT @LnDDave: Greetings. David Kelly from NYC, joining a little late… #lrnchat
04:53:15 pm MimiBarbara: @aaronesilvers Nothing is keeping us from it. We’re working it! Building a plan to have the partners begging for it! #lrnchat
04:53:28 pm AndreaMay1: RT @JD_Dillon: Q1) biggest problems is we can’t concretely show it. Now its “the right thing to do.” Need Level 3/4 evidence. #lrnchat 04:53:29 pm JD_Dillon: @aaronesilvers – Cohesive efforts between business partners and learning … Getting both on same page with same priorities. #lrnchat
04:53:30 pm ckagy: RT @LisaAGoldstein: Q1) Does this count? Hundreds of employees grateful for knowledge that they didn’t have before? #lrnchat < sure!
04:53:30 pm OpenSesameNow: @ckagy often stuff that’s most effective is stuff w/ shortest rollout period: using video to create short “courses” for ex. #lrnchat
04:53:50 pm LnDDave: Q1) There are lots a ways to show training impact. The challenge is to choose the correct and meaningful metric. #lrnchat
04:54:05 pm lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:15 pm C_More_Zebras: Q1) #lrnchat do you have your own @FiremanEd42 ? If you did how would you use him?
04:54:19 pm MimiBarbara: RT @LnDDave: Q1) There are lots a ways to show training impact. The challenge is to choose the correct and meaningful metric. #lrnchat
04:54:23 pm ckagy: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:31 pm LisaAGoldstein: Q1) Managers sending thanks on a regular basis, university constantly evolving based on input from learners/managers #lrnchat
04:54:37 pm LnDDave: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:37 pm kasey428: Q1) the common thread 4 the failures most often was when leadership ‘knew’ what the workforce needed w/o an outside analysis #lrnchat
04:54:41 pm LisaAGoldstein: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:41 pm cammybean: Cammy joining now — was late cuz I was off performing🙂 #lrnchat
04:54:47 pm AlanMontague: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:48 pm briandusablon: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:54:51 pm JD_Dillon: Q1) Level 1 scores are always high, almost too high … Client may like it, but is it making a difference for the customer? IDK. #lrnchat
04:55:07 pm gullapalli09: RT @angelsandoval: The Human Factor: The Connection Between Social Networking and #Learning by Mary Arnold http://t.co/j3Htf0Bo #lrnchat
04:55:10 pm ImagiRaven: Valerie Noll checking in late to #lrnchat
04:55:10 pm AndreaMay1: Q2) Internal centers of excellence – training dept is contributor but not owner #lrnchat
04:55:18 pm LisaAGoldstein: Q2) Lucky to have a company culture with immense support and hunger from everyone-all the way from the very top to the very bottom #lrnchat
04:55:19 pm cammybean: Q2) Peers and colleagues provide support and improve performance all day long (think heads over cubical walls). #lrnchat
04:55:21 pm ImagiRaven: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:55:33 pm AlanMontague: Q2 pretty much EVERYONE. after all 70% of learnign is informal right?
#lrnchat
04:55:34 pm JD_Dillon: Q2) Leadership must be the frontline for performance improvement w/ learning/HR/communication/c-suite support. #lrnchat
04:55:36 pm CapAnalytics: Q1) To get the data, you have to go outside of training–check in with your stakeholders who are sending their people to training #lrnchat
04:55:39 pm MimiBarbara: Q2) Managers of learners should be helping to support improved performance. They don’t always put that as top priority in my org. #lrnchat
04:55:46 pm LnDDave: Q2) Either your managers are helping support performance, or it’s not simply not improving. #lrnchat
04:55:51 pm ckagy: Q2) project management unit. they crave higher efficiency & less re-work of deliverables #lrnchat
04:55:59 pm alc47: Q2 Every person inthe organisation who shares and helps someone else #lrnchat
04:56:07 pm briandusablon: Agreed. Anyone who gives a damn, anyway. RT @AlanMontague: Q2 pretty much EVERYONE. after all 70% of learnign is informal right? #lrnchat
04:56:16 pm MimiBarbara: RT @cammybean: Amen! 2) Peers and colleagues provide support and improve performance all day long (think heads over cubical walls). #lrnchat
04:56:19 pm vmc_teachers: Hi everyone! I’m @christinerenaud – Community manager for the Teachers’ Center of the Virtual Museum of Canada, based in Montreal. #lrnchat
04:56:21 pm JD_Dillon: @cammybean – Great point! Most learning happens without anyone’s knowledge between peers regardless of formal efforts! #lrnchat
04:56:29 pm npmaven: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:56:36 pm alc47: @MimiBarbara Q2 It’s not a top down issue – learning is social and peer driven #lrnchat
04:56:38 pm cammybean: Q2) What about the Google? Has that ever helped you improve your performance? #lrnchat
04:56:49 pm LnDDave: Q2) Google. #lrnchat
04:56:53 pm kasey428: Q2) in my org divisional execs encourage specialists to go to conferences, workshops & seminars sponsored by others #lrnchat
04:56:56 pm npmaven: RT @JD_Dillon: @cammybean-Great point! Most learning happens without anyone’s knowledge between peers regardless of formal efforts! #lrnchat
04:56:57 pm vmc_teachers: Happy to participate in my 1st #lrnchat of the year! What’s the topic today? #lrnchat
04:57:02 pm AndreaMay1: Q2) In some cases HR too, by helping to enable more flexible and collaborative work environments. #lrnchat
04:57:14 pm briandusablon: RT @cammybean: Q2) What about the Google? Has that ever helped you improve your performance? #lrnchat
04:57:16 pm LisaAGoldstein: Yes! knowledge sharing RT @alc47: @LisaAGoldstein Inten of carrying learning into workplace improvement using Yammer as platform? #lrnchat
04:57:18 pm CapAnalytics: Q@) @MimiBarbara you’re spot on–make sure you get their support at the outset, and they will help define success of the training #lrnchat
04:57:20 pm cammybean: Q2) Sometimes, gasp, I even take the initiative to read books to help me improve my performance. #lrnchat
04:57:26 pm TriciaRansom: RT @lrnchat: Q2) Who else (non-training) is helping support or improve performance? #lrnchat
04:57:32 pm techherding: RT @cammybean: Cammy joining now — was late cuz I was off performing🙂 #lrnchat << Playing the kazoo on a streetcorner, again? 04:57:35 pm JD_Dillon: Q2) Steve Jobs significantly improved my performance during the past few years —> amazing tech tools! #lrnchat
04:57:35 pm kasey428: Q2) we are also encouraged to learn on our own via whatever avenues, hence I am here! #lrnchat
04:57:41 pm ImagiRaven: That would be my hope RT @AlanMontague: Q2 pretty much EVERYONE. after all 70% of learnign is informal right?
#lrnchat
04:57:44 pm ckagy: i c lots of individual learning encourages, but not the same attention to work group performance #lrnchat
04:57:44 pm alc47: RT @npmaven: RT @JD_Dillon: @cammybean-Great point! learning happens between peers regardless of formal efforts! #lrnchat
04:57:46 pm MimiBarbara: @alc47 Agree re social learning, but managers still need to support and provide feedback. That need doesn’t go away. #lrnchat
04:57:48 pm npmaven: …an obvious challenge to the measurement call (informal peer learning)! #lrnchat
04:57:53 pm AndrewJacobsLD: Checking in late for #lrnchat
04:57:59 pm MimiBarbara: RT @kasey428: Q2) we are also encouraged to learn on our own via whatever avenues, hence I am here! #lrnchat
04:58:05 pm skiley1013: NEED OPINION: Should an eLearning Developer candidate be disqualified if they cannot produce an easy to access web-based portfolio? #lrnchat
04:58:07 pm cammybean: Q2) Sometimes, gasp, I even take the initiative to ask for feedback from my managers and peers to improve my performance. #lrnchat
04:58:11 pm AndreaMay1: RT @cammybean: Q2) Sometimes I even take the initiative to read books to help me improve my performance. #lrnchat 04:58:22 pm cammybean: Q2) Sometimes, gasp, I ask for feedback from my clients. #lrnchat
04:58:25 pm alc47: @CapAnalytics Q2 More likely wreck it by trying to control it. #lrnchat
04:58:27 pm LisaAGoldstein: Yes! RT @OpenSesameNow: @lisaagoldstein That’s a really cool idea – integrating the collaboration throughout the workflow. #lrnchat
04:58:34 pm LnDDave: Q2) The individuals. They own their performance, not trainers. #lrnchat
04:58:36 pm TriciaRansom: Q2) SMEs, long-term employees, help-desk kinda, water-cooler info, co-workers, imaginiation… #lrnchat
04:58:38 pm OpenSesameNow: @cammybean Oh my goodness. You’re a revolutionary. #lrnchat
04:58:44 pm ckagy: RT @LnDDave: Q2) The individuals. They own their performance, not trainers. #lrnchat
04:58:50 pm olliegardener: q2) the manager that knows how to get out of the way, 2 act as a catalyst 4 learning & unleash the performance people r capable of #lrnchat
04:58:58 pm briandusablon: @skiley1013 No. A lot of people can’t share anything they’ve developed inside other orgs. #lrnchat
04:59:14 pm alc47: @MimiBarbara Why do they need to suuport what is halppening anyway – best to get out of the way and let it happen #lrnchat
04:59:32 pm techherding: Step one in corporate training/learning design, unfortunately, is determining how you’ll show off and measure success. #lrnchat
04:59:33 pm britz: ‚Äú@lrnchat Q2) Who else (non-training) is helping support or improve performance? #lrnchat‚Äù/ workers…via informal /social channels
04:59:59 pm alc47: RT Yes, yes!@LisaAGoldstein: Yes! RT @OpenSesameNow: @lisaagoldstein really cool – integrating collaboration in the workflow. #lrnchat
05:00:00 pm aaronesilvers: RT @techherding: Step one in corporate training/learning design, unfortunately, is determining how you’ll show off and measure success. #lrnchat
05:00:22 pm kasey428: Q2) I read anything that piques my interest & wander the net in pursuit of enlightenment in learning & performance improvement. #lrnchat
05:00:25 pm alc47: @techherding So we start with a false premise??!!!! #lrnchat
05:00:27 pm npmaven: Nice! RT @olliegardener: q2) manager who knows how 2 get out of way, act as a catalyst 4 learning & unleash performance.. #lrnchat
05:00:32 pm thefooshshow: RT @aaronesilvers: Aaron Silvers, Chicago, IL. Community Manager for @learningreg and @ADL_Initiative. Speaking at #devlearn. Big things afoot. #lrnchat
05:00:33 pm AndrewJacobsLD: Q2 – Too many to list. Any interaction between people, with tech or knowledge, or sole reflection could improve performance #lrnchat
05:00:40 pm AlanMontague: LOL but oh so true!
RT @LnDDave: Q2) Google. #lrnchat
05:00:43 pm _SachinGaur: RT @radar How “Angry Birds”-playing robot could shape the future of mobile testing http://t.co/lQZOlrpo Interview with @hugs #Games #Lrnchat
05:00:45 pm CapAnalytics: Q2) @alc47 Thinking they’ll wreck it is awfully cynical. Has this been your experience when working with stakeholders? #lrnchat
05:01:11 pm techherding: Q2) Thing that improves my performance most is failing. I do it a lot, and leave space in my planning for it. #lrnchat
05:01:13 pm kasey428: RT @techherding: Step 1 in corporate training/learning design, unfortunately, is determining how youll show off & measure success. #lrnchat
05:01:16 pm briandusablon: RT @LnDDave: Q2) The individuals. They own their performance, not trainers. #lrnchat
05:01:16 pm MimiBarbara: @alc47 What if it’s not happening? What if the learner needs coaching? Managers should still coach to improved performance. #lrnchat
05:01:23 pm aaronesilvers: RT @techherding: Q2) Thing that improves my performance most is failing. I do it a lot, and leave space in my planning for it. #lrnchat
05:01:25 pm designedlearnin: @cammybean Books are still a great learning device…especially if they are designed for learning (like the ‘Dummies’ series) #lrnchat
05:02:00 pm alc47: @CapAnalytics Absolutely – have rarely seen management or leadership do anything to accelerate learning. #lrnchat
05:02:00 pm AndreaMay1: RT @LnDDave: Q2) The individuals. They own their performance, not trainers. #lrnchat 05:02:16 pm kasey428: RT @techherding: Q2) Thing that improves my performance most is failing. I do it a lot, and leave space in my planning for it. #lrnchat
05:02:27 pm JD_Dillon: Q2) Employees themselves should be permitted/motivated to learn more on their own, just need to put the right tools in place. #lrnchat
05:02:34 pm alc47: @MimiBarbara No, managers are just some of the poeple who are in a position to caoch #lrnchat
05:02:34 pm techherding: @alc47 No, we make sure that what we do CAN BE MEASURED and CAN BE REPORTED. #lrnchat
05:03:07 pm npmaven: RT @LnDDave: Q2) The individuals. They own their performance, not trainers. #lrnchat
05:03:26 pm olliegardener: RT @JD_Dillon: Q2) Employees should be permitted/motivated to learn more on their own, just need to put the right tools in place. #lrnchat
05:03:27 pm MimiBarbara: @alc47 Absolutely! Some of my best coaches are my peers. #lrnchat
05:03:32 pm ckagy: RT @techherding: @alc47 No, we make sure that what we do CAN BE MEASURED and CAN BE REPORTED. #lrnchat < self defense
05:03:44 pm alc47: RT YES!@AndreaMay1: individuals own their performance, not trainers. 05:03:57 pm 4KM: RT @alc47: Q1 Please let’s stop talking about training – this is LEARN chat #lrnchat
05:04:00 pm LisaAGoldstein: RT @MimiBarbara: @alc47 Absolutely! Some of my best coaches are my peers. #lrnchat
05:04:17 pm CapAnalytics: Q2) @alc47 Is it b/c learning doesn’t speak mgmt’s language? We’ve seen strong mgmt support when learning can show proof of impact #lrnchat
05:04:44 pm alc47: @techherding Fundamentally disagree – why does it have to be reported? Performance requires no self-defence #lrnchat
05:05:03 pm aggiegirlz: RT @techherding: Step one in corporate training/learning design, unfortunately, is determining how you’ll show off and measure success. #lrnchat
05:05:09 pm alc47: Point proven!RT @LisaAGoldstein: RT @MimiBarbara: @alc47 Absolutely! Some of my best coaches are my peers. #lrnchat
05:05:20 pm kasey428: Q2) having a PLN network is key, but measurement is difficult. I can say that I learn everyday from those far smarter than me. #lrnchat
05:05:30 pm AndreaMay1: Another lull… #lrnchat
05:05:37 pm techherding: Two ways to do projects: Work, work, work, work, test. Work, test, work, test, work, test, work test. Using “failing” is #2. #lrnchat
05:05:59 pm AndreaMay1: It’s MEA weekend here in MN…lots of folks off work and school today #lrnchat
05:06:00 pm ckagy: @alc47 still, you need agreement on what constitutes performance. #lrnchat
05:06:10 pm LisaAGoldstein: @CapAnalytics The most successful university is one with EVERYONE on your team; ask managers what they want in OUR/THEIR university #lrnchat
05:06:10 pm alc47: @CapAnalytics That’s much better language now! We have to be part of business with an expertise to offer to help performance #lrnchat
05:06:11 pm 4KM: Re: #leadership enabling #learning: Communities of Practice can be great places to witness that this can happen #lrnchat #KMers @alc47
05:06:13 pm spbt_tweets: RT @LnDDave Q2) The individuals. They own their performance, not trainers. #lrnchat
05:06:21 pm OpenSesameNow: @andreamay1 As @JaneBozarth points out, often largest need in the performance area is not training, but removing admin. obstacles #lrnchat
05:06:40 pm alc47: RT @kasey428: Q2) PLN network key, but measurement is difficult. I can say that I learn everyday from those far smarter than me. #lrnchat
05:06:59 pm 4KM: RT @ckagy: @alc47 still, you need agreement on what constitutes performance. #lrnchat 05:07:00 pm npmaven:🙂 RT @4KM: Re: #leadership enabling #learning: Communities of Practice can be great places to witness that this can happen #lrnchat
05:07:07 pm sparkandco: RT @OpenSesameNow: @andreamay1 As @JaneBozarth points out, oftn largest need isn’t training, but removing admin. obstacles #lrnchat
05:07:13 pm alc47: RT @4KM: Re: Communities of Practice can be great places to witness that this can happen #lrnchat #KMers @alc47 #lrnchat
05:07:17 pm CapAnalytics: RT @LisaAGoldstein: @CapAnalytics The most successful university is one with EVERYONE on your team; ask managers what they want in OUR/THEIR university #lrnchat
05:07:25 pm LisaAGoldstein: @CapAnalytics If a manager is unhappy – ask them to specifically say what exactly should be done to improve the product. #lrnchat
05:07:28 pm olliegardener: q2) Leadership and org.systems that don’t punish playfulness, failing or being wrong. There r great lessons in falling on ur face! #lrnchat
05:07:37 pm ckagy: RT @4KM: RT @ckagy: @alc47 still, U need agreement on wht constitutes performance. #lrnchat 05:07:48 pm kasey428: Q2) Heck I learn everyday from those I am mentor. Every day is learning event for me. #lrnchat
05:07:52 pm olliegardener: RT @4KM: Re: #leadership enabling #learning: Communities of Practice can be great places to witness that this can happen #lrnchat #lrnchat
05:08:00 pm LnDDave: RT @kasey428: Q2) Heck I learn everyday from those I am mentor. Every day is learning event for me. #lrnchat
05:08:04 pm techherding: Performance = Achieving Standards (If there are no standards, run!) #lrnchat
05:08:17 pm AndreaMay1: RT @OpenSesameNow:As @JaneBozarth points out, largest need in performance area isn’t training, but removing admin obstacles #lrnchat 05:08:28 pm lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:08:42 pm Dave_Ferguson: I’d say (b/c Rummler, Gilbert, Harless did) that MOST perf. improvement does not involve training…
#lrnchat
05:08:49 pm LisaAGoldstein: RT @lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:08:50 pm LnDDave: RT @lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:08:56 pm sparkandco: RT @Dave_Ferguson: I’d say (b/c Rummler, Gilbert, Harless did) that MOST perf. improvement does not involve training…
#lrnchat
05:08:57 pm ckagy: RT @lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:09:03 pm ImagiRaven: RT @lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:09:07 pm kasey428: RT @Dave_Ferguson: I’d say (b/c Rummler, Gilbert, Harless did) that MOST perf. improvement does not involve training…
#lrnchat
05:09:12 pm npmaven: RT @lrnchat: Q3) How do you isolate the effects of training vs. other factors on performance? How do data tell your story? #lrnchat
05:09:16 pm alc47: @techherding No! performance means getting results #lrnchat
05:09:37 pm LisaAGoldstein: Q3) If individuals feel they are doing a better job because of what they learned. Ask them. #lrnchat
05:09:38 pm Dave_Ferguson: …but “training” is what training depts tend to think they do, & what many mgrs / execs ask for or expect. #lrnchat
05:09:39 pm techherding: RT @Dave_Ferguson: I’d say (b/c Rummler, Gilbert, Harless did) that MOST perf. improvement does not involve training…
#lrnchat << Shhhhh!
05:09:45 pm LnDDave: Q3) Isolating the effects takes a lot of effort, and it’s credibility is suspect. Proceed with caution… #lrnchat
05:10:03 pm OpenSesameNow: @andreamay1 @sparkandco of course question then becomes, how can L&D peeps fight the good fight against admin obstacles!?! #lrnchat
05:10:33 pm ckagy: Q3) plan for it. pre- post- tests, control groups, trend lines, etc, but come to agreement w/ stakeholders on measure first #lrnchat
05:10:33 pm kasey428: RT @Dave_Ferguson: …but “training” is what training depts tend to think they do, & what many mgrs / execs ask for or expect. #lrnchat
05:10:36 pm briandusablon: @Dave_Ferguson true. We can keep pushing back, though. That’s our duty. #lrnchat
05:10:37 pm MimiBarbara: Q3) Identify the other factors and have learners assign them a percentage impact #lrnchat
05:10:40 pm Dave_Ferguson: Influences on perf: skill/known; work enviro (time/tools/info); motiv/incent systems (internal/external); personnel select.
#lrnchat
05:10:52 pm LisaAGoldstein: Q3) Has the goal of the training been met? If yes, then ask your employees – was it partly because of the training? #lrnchat
05:10:55 pm briandusablon: @OpenSesameNow with hoodies. #lrnchat
05:11:01 pm sparkandco: RT @MimiBarbara: Q3) Identify the other factors and have learners assign them a percentage impact #lrnchat 05:11:01 pm JD_Dillon: Q3) Need strong client/learning alignment so that training is an integral part of performance initiatives. #lrnchat
05:11:03 pm ckagy: RT @LnDDave: Q3) Isolating the effects takes a lot of effort, and it’s credibility is suspect. Proceed with caution… #lrnchat < really?
05:11:03 pm C_More_Zebras: @LisaAGoldstein give the audience a safe platform to speak. #lrnchat
05:11:04 pm CapAnalytics: Q2) @kasey428 We did a mentoring study @ Sun Microsystems http://t.co/Wn5gHpxB mentors got just as much benefit as mentees #lrnchat
05:11:21 pm alc47: Exactly RT @techherding: RT @Dave_Ferguson: Id say that MOST perf. improvement does not involve training… #lrnchat << Shhhhh! #lrnchat
05:11:22 pm Dave_Ferguson: Formal training (in theory) addresses skill/knowledge gaps. You can’t train your way out of crappy job design (or low pay). #lrnchat
05:11:24 pm LisaAGoldstein: I agree! RT @C_More_Zebras: @LisaAGoldstein give the audience a safe platform to speak. #lrnchat
05:11:30 pm vmc_teachers: @lrnchat Are we talking about performance in school? About learning in general in the context of work? #lrnchat
05:11:45 pm JD_Dillon: Q3) Too many operational pilots = little/no ability to determine impact of enterprise learning efforts. #lrnchat
05:12:08 pm OpenSesameNow: @briandusablon So, you’re saying, with unabashed bribery? #lrnchat
05:12:17 pm alc47: We seem to be focusing on training not learning – no point in this chat for me – see you all sometime #lrnchat
05:12:21 pm Dave_Ferguson: @vmc_teachers *I* am talking about on-the-job performance. You’ll have to figure out other folks yourself.😉 #lrnchat
05:12:22 pm 4KM: In knowledge mgmt we might look at employee perceptions: e.g. we think improvement was 50% fm #KM and 50% fm other factors #lrnchat
05:12:24 pm AndrewJacobsLD: #lrnchat Q3 Should you isolate training from results? You can’t count everything that counts.
05:12:32 pm JD_Dillon: Q3) Have a strong plan going into any initiative. Lay out the measurement strategy early to account for any other influences. #lrnchat
05:12:43 pm AndreaMay1: RT @OpenSesameNow: @sparkandco : Need to get those admin types to understand that obstacles impeded PERFORMANCE! #lrnchat
05:12:45 pm LnDDave: @ckagy Isolating the effects is hard, especially if the data is coming via employee surveys. #lrnchat
05:12:50 pm techherding: I’m talking about teaching someone to run a punch press, or drive an airplane. If talking about giving someone self-esteem… #lrnchat
05:12:58 pm sparkandco: RT @OpenSesameNow: @andreamay1how can L&D peeps fight the good fight against admin obstacles!?! 05:14:47 pm 4KM: @ckagy (back to Q2) capacity for what depends on business. To respond effectively to disaster, for example. #lrnchat
05:14:50 pm sparkandco: Q3) Build a dashboard that shows multiple impacts – learning/biz, etc -show over time, not event based #lrnchat
05:15:04 pm ckagy: RT @LnDDave: @ckagy Isolating effects is hard, especially if the data is employee surveys. #lrnchat < surveys <> business need.
05:15:04 pm CapAnalytics: RT @ckagy: RT @LnDDave: @ckagy Isolating effects is hard, if the data is employee surveys. #lrnchat < use tangibles that are already measured.
05:15:07 pm Dave_Ferguson: (Mager’s the 1-hour version; Rummler/Brache the grad course) #lrnchat
05:15:25 pm AndreaMay1: Q#) very, very tricky. Not sure it is possible to effectively separate one from the other outside of a controlled study situation #lrnchat
05:15:35 pm OpenSesameNow: @sparkandco I agree. One of most successful projects I’ve worked on was bc special proj team had membership from ALL depts. #lrnchat
05:15:37 pm LnDDave: Q3) Challenges of Isolation: Do you have a control group? What data are you using? Are you adjusting surveys for confidence? #lrnchat
05:15:48 pm pbernardon: RT @4KM: In knowledge mgmt we might look at employee perceptions: e.g. we think improvement was 50% fm #KM and 50% fm other factors #lrnchat
05:15:49 pm CapAnalytics: RT @JD_Dillon: Q3) Have a strong plan going into any initiative. Lay out the measurement strategy early to account for any other influences. #lrnchat
05:15:56 pm ckagy: RT @4KM: @ckagy capacity 4 wht depends on business. 2 respond effectively 2 disaster, 4 example. #lrnchat < is that not performance on cue?
05:16:11 pm ckagy: RT @CapAnalytics: Q3) Isolation isn’t easy, but def. credible when done right. The methodology’s used all over cos.–but not popular in learning & HR #lrnchat
05:16:13 pm MimiBarbara: RT @CapAnalytics: Q3) Isolation isnt easy, but credible when done right. Methodology used all over-but not popular in learning & HR #lrnchat
05:16:15 pm sue_freeman1: #lrnchat Nigh on impossible, as Jack Sparrow would tell. Supv os huge in training reinforcem’t on the job. When it’s good, we all win!
05:17:02 pm alc47: @techherding If #lrnchat is about training then it has lost its point. Learning is not about training
05:17:02 pm LisaAGoldstein: Q3) Not sure if “how much” is important. Yes/No answer to ‘did it help’ is critical. Training is just part of the team effort. #lrnchat
05:17:10 pm ckagy: Q3) Jack Phillips, Toni Hodges DeTunq, other authors go into this deeply. #lrnchat
05:17:32 pm CapAnalytics: Q3) @LnDDaveDo you have a control group?-Yes in the data What data are you using?-Need operational data outside of L&D #lrnchat
05:17:37 pm 4KM: @ckagy Re: is [capacity] not performance on cue? Good pt; there may be lag that makes [quarterly/annual] measures impossible #lrnchat
05:18:10 pm MimiBarbara: @ckagy When did Toni Hodges become DeTunq? #lrnchat
05:18:16 pm LnDDave: Q3) I find isolation unnecessary; usually correlation is enough. #lrnchat
05:18:29 pm ITKnowConsult: is so busy i forgot about #lrnchat today!
05:18:45 pm LisaAGoldstein: RT @LnDDave: Q3) I find isolation unnecessary; usually correlation is enough. #lrnchat
05:19:11 pm ckagy: RT @LnDDave: Q3) I find isolation unnecessary; usually correlation is enough. #lrnchat
05:19:23 pm CapAnalytics: Q3) @LnDDave Q3) Are you adjusting surveys for confidence?-No need-surveys are one part. Need performance data–ops, sales, etc. #lrnchat
05:19:36 pm LnDDave: @ckagy I’m certified in the Phillips Methodology, and I find it’s often used well beyond it’s conservative design. #lrnchat
05:20:06 pm ckagy: @LnDDave somehow that doesn’t surprise me… #lrnchat
05:20:46 pm LnDDave: @CapAnalytics Disagree on survey adjustments, especially – and this is often the case – if it’s your ONLY data outside of outcomes. #lrnchat
05:21:12 pm LnDDave: @ckagy Everybody wants to make themselves look good…😉 #lrnchat
05:21:12 pm CapAnalytics: Q3) Correlation is sufficient for some initiatives. Isolation crucial to show proof to c-suite & make predictive improvements. #lrnchat
05:21:14 pm ITKnowConsult: @olliegardener certified pdf signature you mean? #lrnchat
05:21:14 pm ckagy: @LnDDave it is hard to be conservative when you have to justify or prove a point. #lrnchat
05:21:23 pm techherding: Pretty much any tool can be used to hammer a nail.
RT @ckagy: @LnDDave somehow that doesn’t surprise me… #lrnchat
05:21:24 pm JD_Dillon: @LisaAGoldstein @LnDDave – Correlation is good, isolation is GOLD! #lrnchat
05:21:33 pm aaronesilvers: RT @LnDDave: @CapAnalytics Disagree on survey adjustments, especially – and this is often the case – if it’s your ONLY data outside of outcomes. #lrnchat
05:21:33 pm ckagy: RT @LnDDave: @ckagy Everybody wants to make themselves look good…😉 #lrnchat < LOL
05:21:46 pm 4KM: Seems to me that isolation could be practical for simple and complicated work but not complex work #lrnchat
05:21:52 pm LisaAGoldstein: So, how do you do it? RT @JD_Dillon: @LisaAGoldstein @LnDDave – Correlation is good, isolation is GOLD! #lrnchat
05:22:04 pm lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:22:11 pm LnDDave: RT @lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:22:17 pm ckagy: RT @lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:22:21 pm CapAnalytics: Q3) @LnDDave true if you only have surveys. But you can’t get to isolation with surveys alone. #lrnchat
05:22:37 pm MimiBarbara: RT @lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:22:47 pm LisaAGoldstein: Anyone who receives a paycheck RT @lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:22:50 pm C_More_Zebras: Q4) if its not everyone, I’m stumped. #lrnchat
05:23:06 pm Dave_Ferguson: At GE, goal was to make six sigma (as a data-driven, perf-imp approach) part of everyone’s approach to problems. #lrnchat
05:23:08 pm ckagy: RT @C_More_Zebras: Q4) if its not everyone, I’m stumped. #lrnchat < well said
05:23:15 pm briandusablon: RT @lrnchat: Q4) Who “owns” performance improvement within your organization? Who should own it? #lrnchat
05:23:26 pm LnDDave: @CapAnalytics Isolation also requires open sharing of data across departments… which is harder to find than a rare white elk. #lrnchat
05:23:46 pm 4KM: Can you isolation experts/fans answer Qs like when did you get ROI on your degree or what makes you respect a leader? (curious) #lrnchat
05:23:48 pm Dave_Ferguson: So the worker / workgroup “owns” perf improvement. You can still have specialists to help them w/ deeper skill. #lrnchat
05:23:57 pm briandusablon: Q4) Performance Improvement, under Org. Development. But each business unit owns it to some extent. #lrnchat
05:24:12 pm 4KM: RT @C_More_Zebras: Q4) if its not everyone, I’m stumped. #lrnchat
05:24:16 pm CraigTaylor74: Q4) You. Me. Them. Us. Everybody. Every booooooody, needs somebooooody #lrnchat
05:24:17 pm ckagy: Q4) if performance data is visible, all can own PI. If it’s kept secret, the pool is smaller. #lrnchat
05:24:22 pm OpenSesameNow: Q4) Who owns performance support? Answer: RT @C_More_Zebras: Q4) if its not everyone, I’m stumped. #lrnchat
05:24:35 pm vmc_teachers: Q2) Did someone mention Communities of practice? Anyone part of one? #lrnchat
05:24:38 pm briandusablon: Q4) Should be enterprise strategy and support, with individuals owning it, with access to resources and personnel to help them. #lrnchat
05:25:07 pm LnDDave: Q4) Anyone accountable for results. Sadly, that’s not 100% of all employees in many orgs. #lrnchat
05:25:10 pm ckagy: RT @4KM: cn U isolation fans answer Qs lk when did U get ROI on yr degree or wht makes U respect a leader? (curious) #lrnchat < nope!
05:25:13 pm AndreaMay1: Q4)So many levels to this. Individual performance, department performance, business unit performance…each claim some ownership #lrnchat
05:25:13 pm 4KM: .@vmc_teachers Yes, I mentioned CoP and am quite involved in various ways #lrnchat
05:25:16 pm C_More_Zebras: @ckagy @OpenSesameNow cheers! #lrnchat
05:25:23 pm techherding: I assumed it was whoever hung those motivational posters on the walls — with the kittens and the mountains, and the sayings? #lrnchat
05:25:43 pm CapAnalytics: Q3) @LnDDave No one said it was easy🙂 We have published examples with leading Fortune 500s if you’d like to learn more. #lrnchat
05:25:46 pm JD_Dillon: Q4) Simple . . . EVERYONE! In reality, it should be a key component of every department’s strategy. #lrnchat
05:25:50 pm 4KM: RT @techherding: Assumed it was whoever hung motivational posters on walls — with the kittens and the mountains, and the sayings? #lrnchat
05:25:50 pm aaronesilvers: RT @techherding: I assumed it was whoever hung those motivational posters on the walls — with the kittens and the mountains, and the sayings? #lrnchat
05:26:55 pm briandusablon: RT @Dave_Ferguson: So the worker / workgroup “owns” perf improvement. You can still have specialists to help them w/ deeper skill. #lrnchat
05:26:58 pm ImagiRaven: Lol RT @techherding: …whoever hung those motivational posters on the walls — w/ the kittens and the mountains, and the sayings? #lrnchat
05:27:07 pm MimiBarbara: Q4) Everyone should “own” performance support. L&D and the business provides opportunities to support improvement. #lrnchat
05:27:19 pm briandusablon: RT @techherding: I assumed it was whoever hung those motivational posters on the walls – w/ kittens and mountains, and the sayings? #lrnchat
05:27:27 pm kasey428: @techherding Classic response🙂 I can’t think of anything more non-motivating than a motivational poster. #lrnchat
05:27:39 pm OpenSesameNow: @learnnuggets @briandusablon BTW, I am pouting that I was not invited. No wine for you guys. #lrnchat
05:27:41 pm LnDDave: @CapAnalytics The ‘How’ can be fairly easy. I think the greater challenge is knowing when you need to isolate, and when you don’t #lrnchat
05:28:08 pm 4KM: .@CapAnalytics Would be interested in complex work exs: perhaps public sector, non-routine wk w multiple objectives/influences? #lrnchat
05:28:10 pm C_More_Zebras: Q4) who’s looking out for the why’s and where’s? who’s proactive and are they allowed to communicate it? #lrnchat
05:28:34 pm amirelion: RT @MimiBarbara: Q4) Everyone should “own” performance support. L&D and the business provides opportunities to support improvement. #lrnchat
05:28:41 pm MimiBarbara: Q4) Everyone should “own” performance support. L&D and the business provide opportunities to support improvement. #lrnchat
05:28:47 pm techherding: I’m not being sarcastic. You can tell exactly how a company feels about PI by whether there are posters or class schedules. #lrnchat
05:29:42 pm 4KM: .@LnDDave @CapAnalytics Have me thinking about #permaculture and related movements. Expect interacting layers & unexpected benefits #lrnchat
05:30:00 pm sumeet_moghe: Three antipatterns to protect your learning community from http://t.co/IRary6Vg #some #sociallearning #lrnchat #e20 #socbiz
05:30:54 pm aaronesilvers: @techherding I’m a simple gal. An agenda when I get a meeting invite is all I need to know about how serious we are. #lrnchat.
05:30:56 pm kasey428: @techherding I worked for an org that had those bloody things framed in the break room. The messages didn’t work. #lrnchat
05:31:13 pm JD_Dillon: Q4) Performance improvement must be part of the company’s culture 24/7, not a bi-annual check-in-the-box initiative. #lrnchat
05:31:35 pm 4KM: .@techherding Workplace semiotics; a great playground. #lrnchat
05:31:45 pm C_More_Zebras: RT @JD_Dillon: Q4) Performance improvement must be part of the company’s culture 24/7, not a bi-annual check-in-the-box initiative. #lrnchat
05:31:55 pm CapAnalytics: @4KM Happy to chat offline and share examples. In the interim check out these case studies: http://t.co/qfMMDLi9 #lrnchat
05:32:22 pm aaronesilvers: Q4) If performance improvement is an “event” then no one really owns it. If it’s continuous, it’s in the culture and everyone does. #lrnchat
05:32:24 pm kasey428: @JD_Dillon: Q4) Performance improvement must be part of the companys culture 24/7, not a bi-annual check-in-the-box initiative. #lrnchat
05:32:37 pm 4KM: @CapAnalytics Thanks #lrnchat
05:33:06 pm aaronesilvers: @techherding I have that rule. Funny how much *I* tend to get in trouble for sticking to it. #lrnchat
05:33:20 pm kasey428: What @aaronesilvers said: Q4) If performance improvement is an “event” then no one really owns it. If its continuous… #lrnchat
05:33:29 pm 4KM: A4 Performance improvement always sounds great, but need to think about what stops being managed as it is not measured. #lrnchat
05:33:38 pm Dave_Ferguson: Test for not-serious-about-performance: Scott Adams would reject your real-life example as too silly for “Dilbert.” #lrnchat
05:33:38 pm LnDDave: RT @aaronesilvers: Q4) If performance improvement is an “event” then no one really owns it. If it’s continuous, it’s in the culture and everyone does. #lrnchat
05:33:58 pm CapAnalytics: . @LnDDave I think the greater challenge is knowing when you need to isolate–Yes. Isolation isn’t appropriate for everything. #lrnchat
05:34:54 pm briandusablon: RT @aaronesilvers: Q4) If performance improvement is an “event” then no one really owns it. If it’s continuous, it’s in the culture and everyone does. #lrnchat
05:35:33 pm aaronesilvers: Q4) Don’t get me wrong. I love events if they’re special. The bi-annual everyone clean your desk event is not special, nor is it PI #lrnchat
05:35:48 pm techherding: In general, if it costs money or is painful, 90% of the orgs I’ve worked with just aren’t serious about PI. You? #lrnchat
05:36:03 pm lrnchat: Q5) What incentives are there for individuals to improve performance? #lrnchat
05:36:11 pm thotstr: RT @aaronesilvers: Q4) If performance improvement is an “event” then no one really owns it. If it’s continuous, it’s in the culture and everyone does. #lrnchat
05:36:20 pm CapAnalytics: Q4) Is performance improvement always necessary? Sometimes root cause is processes or environment factors that need fixing first #lrnchat
05:36:41 pm kasey428: @techherding Yes, and those work for me. #lrnchat
05:36:43 pm briandusablon: RT @Dave_Ferguson: Test 4 not-serious-about-performance: Scott Adams would reject your real-life example as too silly for Dilbert. #lrnchat
05:37:14 pm JaneBozarth: Comin’ in late for #lrnchat. What’d I miss?
05:37:16 pm aaronesilvers: @techherding I think teams can get serious about PI. I don’t think any massive top-down-only initiative meets its goals #lrnchat
05:37:18 pm 4KM: #lrnchat link: MT @PeggyHolman When we discover we are not alone but part of a larger whole, something shifts. We commit to both.
05:37:26 pm briandusablon: Good question. Job security? Self-motivation? RT @lrnchat: Q5) What incentives are there for individuals to improve performance? #lrnchat
05:37:32 pm JD_Dillon: Q5) Incentives should be related to personal fulfillment and professional growth. $$/titles should coincide but not be the focus. #lrnchat
05:37:45 pm techherding: Q5) Incentive #1 is “New Job” #lrnchat
05:38:00 pm aaronesilvers: @briandusablon Sometimes, and you know this, you have to improve yourself with stealth. #lrnchat
05:38:13 pm techherding: Qhadaffi’s Dead RT @JaneBozarth: Comin’ in late for #lrnchat. What’d I miss?
05:38:17 pm ImagiRaven: RT @lrnchat: Q5) What incentives are there for individuals to improve performance? #lrnchat
05:38:20 pm briandusablon: @JaneBozarth only like, everything. We’re done now. We’ve solved all the world’s problems. Except for cheaper hashtags. #lrnchat
05:38:33 pm LnDDave: Q5) Incentive to improve? If you’re not moving forward, then you’re falling behind by standing still. #lrnchat
05:38:40 pm chrisstjohn: Performance improvement is a double edged sword we need to get our hands around. #lrnchat
05:38:44 pm cammybean: Q5) In this day in age the incentive to improve performance might simply be to keep your job! #lrnchat
05:38:48 pm aaronesilvers: @JaneBozarth do you offer a rent-to-own program for hashtags? #lrnchat
05:38:52 pm LnDDave: RT @cammybean: Q5) In this day in age the incentive to improve performance might simply be to keep your job! #lrnchat
05:38:53 pm briandusablon: @aaronesilvers shhhhhh. They’re listening. Oh. Wait. No they’re not. #lrnchat
05:38:54 pm ckagy: RT @cammybean: Q5) In this day in age the incentive to improve performance might simply be to keep your job! #lrnchat
05:39:02 pm aaronesilvers: @JaneBozarth Perhaps a subscription model? #lrnchat
05:39:04 pm OpenSesameNow: Better question might be “What mistakes do orgs make that interfere w/ individuals’ natural drive to improve?” #lrnchat
05:39:04 pm LnDDave: RT @briandusablon: @aaronesilvers shhhhhh. They’re listening. Oh. Wait. No they’re not. #lrnchat
05:39:14 pm briandusablon: RT @techherding: Q5) Incentive #1 is “New Job” #lrnchat
05:39:23 pm 4KM: Q5: We too rarely ask individuals what is meaningful to them. #lrnchat
05:39:28 pm cammybean: RT @OpenSesameNow: Better question might be “What mistakes do orgs make that interfere w/ individuals natural drive to improve?” #lrnchat
05:39:33 pm amirelion: Q5) Best incentive should be intrinsic. #lrnchat
05:39:40 pm techherding: RT @chrisstjohn: Performance improvement is a double edged sword we need to get our hands around. #lrnchat < 05:40:08 pm aaronesilvers: @cammybean dunno. Sometimes improving performance means fighting commonly accepted status quo. That can cost you a job, too. #lrnchat
05:40:09 pm AndreaMay1: RT @techherding: If it costs money or is painful, orgs just aren’t serious about PI. #lrnchat 05:41:38 pm briandusablon: Q5) I want to improve so I can help others improve, moving the whole ship forward. Doesn’t always work, but I feel better 4 trying. #lrnchat
05:41:51 pm amirelion: @cammybean Got me. Striving for Kiano Reeves performance at Matrix.🙂 #lrnchat
05:41:56 pm aaronesilvers: RT @briandusablon: Q5) I want to improve so I can help others improve, moving the whole ship forward. Doesn’t always work, but I feel better 4 trying. #lrnchat
05:42:06 pm OpenSesameNow: @janebozarth Is there lay-away in time for the holidays?!?! My mom is dreaming of her very own hashtag in her stocking #lrnchat
05:42:18 pm briandusablon: RT @aaronesilvers: @cammybean dunno. Sometimes improving performance means fighting commonly accepted status quo. That can cost you a job, too. #lrnchat
05:43:40 pm chrisstjohn: Learning in NOT an event. It happens all the time, everywhere. #lrnchat
05:43:41 pm JaneBozarth: Q5 helps if managers know what ‘good performance’ looks like. Many don’t #CloseThatTicket #lrnchat
05:44:01 pm LnDDave: Q5) Incentives are positive; In many orgs Performance Improvement is addressed only as a failure after the fact. #lrnchat
05:44:12 pm CapAnalytics: RT @chrisstjohn: Remember, there is no “off” position on the learning switch. #lrnchat
05:44:23 pm 4KM: Q5 If an incentive-rich space can be created and protected, people will find their own. #lrnchat
05:44:25 pm kasey428: Q5) Why not ask employee what his or her motivators are? If no reward system, r we high-performers solely to feel good? #lrnchat
05:44:31 pm amirelion: @JaneBozarth So true. Also means we should start the journey with managers… #lrnchat
05:44:39 pm kasey428: RT @JaneBozarth: Q5 helps if managers know what good performance looks like. Many dont #CloseThatTicket #lrnchat
05:44:49 pm JD_Dillon: RT @LnDDave: Q5) Incentives are positive; In many orgs Performance Improvement is addressed only as a failure after the fact. #lrnchat
05:44:58 pm JD_Dillon: RT @chrisstjohn: Learning in NOT an event. It happens all the time, everywhere. #lrnchat
05:45:00 pm Dave_Ferguson: @4KM Re incentive-rich space: sure works for CEOs. #lrnchat
05:45:06 pm aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat
05:45:49 pm 4KM: @Dave_Ferguson My iCal Alarm went “blap” right after you posted that! #lrnchat
05:45:50 pm AndreaMay1: RT @aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat 05:45:57 pm JaneBozarth: RT @aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat
05:34:22 pm C_More_Zebras: Q5) not to be a contrarian, but take a look at the disincentives to perform at the same time. #intheweeds #lrnchat
05:46:03 pm ITKnowConsult: RT @chrisstjohn: Learning in NOT an event. It happens all the time, everywhere. #lrnchat
05:46:06 pm LnDDave: Q5) It might also help if managers did not consider recognition of performance improvement by direct reports as a threat. #lrnchat
05:46:13 pm Dave_Ferguson: @aaronesilvers Depends on the individual, and on the doughnuts. #lrnchat
05:46:20 pm AlanMontague: Q5, surely it has to come down to Mastery, Autonomy or Purpose. or is @DanielPink wrong? #lrnchat
05:46:25 pm techherding: RT @aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat << Current thinking has shown a switch to muffins.
05:46:34 pm 4KM: .@Dave_Ferguson I was thinking of some great light-touch, innovative groups I’ve seen – rich for intrinsic motivators #lrnchat
05:46:54 pm AndreaMay1: RT @LnDDave: Q5) It might help if managers did not consider recognition of performance improvement by direct reports as a threat. #lrnchat
05:46:54 pm briandusablon: Ha! RT @aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat
05:46:58 pm aaronesilvers: @techherding tops of muffins, perhaps. #lrnchat
05:47:04 pm JaneBozarth: RT @LnDDave: Q5) It might also help if managers did not consider recognition of performance improvement by direct reports as a threat. #lrnchat
05:47:04 pm amirelion: All this means we should be asking very different questions inside our orgs. #lrnchat
05:47:04 pm KevinDJones: RT @cammybean: RT @OpenSesameNow: Better question might be “What mistakes do orgs make that interfere w/ individuals natural drive to improve?” #lrnchat
05:47:13 pm AlanMontague: LOL! RT @aaronesilvers: Nothing buys performance improvement like donuts. #lrnchat
05:47:24 pm OpenSesameNow: @lnddave Oooh, good one. #lrnchat
05:47:36 pm Dave_Ferguson: @4KM I realize that; I was just thinking of wildly out-of-kilter incentives some CEOs get for riding company as it nosedives. #lrnchat
05:47:38 pm LisaAGoldstein: RT @OpenSesameNow: Better question might be “What mistakes do orgs make that interfere w/ individuals natural drive to improve?” #lrnchat
05:47:44 pm briandusablon: RT @LnDDave: Q5) Might also help if managers did not consider recognition of performance improvement by direct reports as a threat. #lrnchat
05:47:45 pm JaneBozarth: @C_More_Zebras agree that disincentives to performance can be an equal problem #lrnchat
05:47:54 pm 4KM: Q5 Do we discourage the mavericks and disruptors when we reward the mainstream climbers? #lrnchat
05:48:08 pm kasey428: @LnDDave Great point! #lrnchat
05:48:12 pm bikespoke: RT @4KM: Q5 Do we discourage the mavericks and disruptors when we reward the mainstream climbers? #lrnchat
05:48:20 pm 4KM: @Dave_Ferguson And rightly so #lrnchat
05:48:36 pm OpenSesameNow: @kevindjones I really think most mgmnt teams have little idea what actually drives their people – gets worse in bigger orgs. #lrnchat
05:48:36 pm aaronesilvers: No merit pay increases for a third year in a row. We expect 12 hour productivity blocks M-F. But hey, I brought bagels! Yay team! #lrnchat
05:48:41 pm AlanMontague: RT @LnDDave: It might also help if managers did not consider recognition of performance improvement by direct reports as a threat. #lrnchat
05:48:43 pm amirelion: @4KM Seen it happen all the time! #lrnchat
05:49:12 pm CapAnalytics: Have to run–thanks everyone for a great time on our first #lrnchat!
05:49:19 pm 4KM: So, what would disruptor incentives look like? #lrnchat
05:49:24 pm kasey428: @4KM, let’s face it, Wall Street has paid for non-performance as well as it has for performance. Go figure. #lrnchat
05:49:58 pm AlanMontague: @LnDDave Personally I want to be surrounded by people who are smarter than me! #lrnchat
05:50:04 pm lrnchat: Qwrap) Time to reintroduce yourself. Links, requests & shameless plugs welcome. #lrnchat
05:50:34 pm AndreaMay1: Q5)Fine line with incentives too…many people do just enough to gain incentive then fall back. Sustainability is key #lrnchat
05:50:37 pm LnDDave: @CapAnalytics Thanks for the stimulating discussion. Hope to see you in future chats. #lrnchat
05:50:42 pm LnDDave: RT @lrnchat: Qwrap) Time to reintroduce yourself. Links, requests & shameless plugs welcome. #lrnchat
05:50:56 pm briandusablon: Exactly. RT @bikespoke: RT @4KM: Q5 Do we discourage the mavericks and disruptors when we reward the mainstream climbers? #lrnchat
05:51:07 pm ImagiRaven: RT @lrnchat: Qwrap) Time to reintroduce yourself. Links, requests & shameless plugs welcome. #lrnchat
05:51:47 pm amirelion: Sorry I was able to join late today. One of the central topics in my POV. Will try to join late session (although it’s 3AM here…) #lrnchat
05:51:52 pm 4KM: Qwrap: thought provoking as usual. Thanks. Alice MacGillivray: I work w customized, lightly structured learning environments #lrnchat
05:51:52 pm C_More_Zebras: Christopher Allen, Allen Interactions & ZebraZapps, Minneapolis. Qwrap #lrnchat
05:51:53 pm briandusablon: @aaronesilvers Merit increases can be disincentive. Little to no differentiation between top performers and incompetents. #lrnchat
05:52:03 pm JD_Dillon: Qwrap) Thanks for the #lrnchat everyone! Keep the conversation going socially 24/7 and #learn it up! – JD
05:52:05 pm Dave_Ferguson: Abe Lincoln’s disruptor, the False Claims Act, helped feds recover $22 billion between 1987 – 2008. That’s perf imp. #lrnchat
05:52:21 pm chrisstjohn: Chris St.John at DAU – the WalMart of Learning, Empowering Tech Herder thumbing our nose at 1000s of yrs of educational tradition. #lrnchat
05:52:34 pm aaronesilvers: @briandusablon No increases can be disincentives too. Goes back to recognition vs. reward discussion a few weeks back. #lrnchat
05:52:44 pm cammybean: Qw) Cammy with Kineo — trying to #lrnchat and perform at the same time today — thanks for the fun!
#lrnchat
05:52:49 pm bikespoke: @briandusablon @4KM What is more valuable solving the problem, or connecting the dots. #lrnchat Not all minds alike.
05:52:53 pm gdochuk: I like this answer! RT @aaronsilvers Nothing buys performance improvement like donuts. #lrnchat
05:53:12 pm amirelion: Qwrap: I try looking at learning and performance as constant and unique riddles with lots of room for creative answers. #lrnchat
05:53:33 pm aaronesilvers: @gdochuk EVERYONE likes donuts. Even people with gluten allergies. #lrnchat
05:54:03 pm LnDDave: QWrap) David Kelly from NYC, looking forward to an expanded #DevLearn Backchannel in two weeks! http://t.co/xx1HUgwr #lrnchat
05:54:14 pm LnDDave: RT @AlanMontague: @LnDDave Personally I want to be surrounded by people who are smarter than me! #lrnchat << Ditto!
05:54:18 pm aaronesilvers: RT @Dave_Ferguson: Abe Lincoln’s disruptor, the False Claims Act, helped feds recover $22 billion between 1987 – 2008. That’s perf imp. #lrnchat
05:54:23 pm 4KM: @bikespoke @briandusablon Not to mention creating spaces where all those things and more can thrive #lrnchat
05:54:30 pm ImagiRaven: Qwrap Valerie Noll, enjoyed today’s insightful #lrnchat
05:54:35 pm briandusablon: Qwrap) Brian Dusablon: by day: Performance Consultant, Cubs fan, dad. By night: learning ninja, disruptor, guerrilla, entrepreneur. #lrnchat
05:54:42 pm AndreaMay1: Qwrap)Andrea May in Minneapolis. See my latest post: Gamification in Workplace Learning: The Role of Play http://t.co/MVg8mA9A #lrnchat
05:55:19 pm andrewtrickett: RT @4KM: Q5 Do we discourage the mavericks and disruptors when we reward the mainstream climbers? #lrnchat
05:55:37 pm OpenSesameNow: Qwrap) Kelly, from the OpenSesame elearning marketplace. Plugging our blog w/cool L&D discussions: http://t.co/FbfSnP2i #lrnchat
05:55:41 pm aaronesilvers: Aaron Silvers, Chicago. Gonna hit y’all at #DevLearn with news about big technology trends hitting your workplace in the next year. #lrnchat
05:55:43 pm AndreaMay1: Thanks Lrnchaters for another fun and insightful session🙂 #lrnchat
05:55:53 pm gdochuk: @aaronesilvers Give me a Boston Cream or some custard-filled donut and I’m totally on board! #lrnchat
05:56:04 pm C_More_Zebras: you don’t need a reason other than making time to have fun: http://t.co/ayuDTQOB #lrnchat
05:56:24 pm AlanMontague: Qwrap Alan in Chicago. keep me crossed form me CPLP results out next week…
#lrnchat
05:56:40 pm bikespoke: RT @4KM: @bikespoke @briandusablon Not to mention creating spaces where all those things and more can thrive #lrnchat
05:56:58 pm 4KM: @gdochuk That helps make you eligible for the subsidized employee fitness program as well! #lrnchat
05:57:10 pm briandusablon: RT @aaronesilvers: Aaron Silvers, Chicago. Gonna hit y’all at #DevLearn with news about big technology trends hitting your workplace in the next year. #lrnchat
05:57:43 pm kasey428: Kay Wood, DC metro, consultant to feds on performance, elearning, social learning, learning-learning.Next: #devlearn11 #dl11 #lrnchat
05:58:40 pm amirelion: #lrnchat plz see my question for a lecture I’m preparing on Blue Ocean in HR fields http://t.co/RqwDKZNX
05:58:58 pm briandusablon: Qwrap) Shameless plugs: talking usability & accessibility at #DevLearn. Check out #TheToolBar w/ me & @jkunrein on @EmergentRadio. #lrnchat
05:59:10 pm lrnchat: Thanks for joining #lrnchat. We’ll post the transcript on http://t.co/O8x38OGR See you again next Thursday (or later tonight).
05:59:48 pm 4KM: @lrnchat Thanks for your work behind and during #lrnchat
06:00:11 pm kasey428: Actually will be talking about performance improvement & collaboration at #devlearn11 #dl11 #lrnchat
06:01:41 pm _SachinGaur: Imagine #lrning #simulations at this level-The #Gadget Show builds FPS simulator that shoots back (video) http://t.co/elQgegfQ #lrnchat

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