Archive for the ‘Uncategorized’ Category

Paul Smith (@paulsmithatd) discusses his new book Learning While Working which focuses on successful training while in a particular position.   I was lucky enough to hear his briefing and record an interview with him.  That interview is coming up soon on this same @tisfortraining station.

Paul Smith

NB — This is an edited stream of consciousness note taking.  This only scratches the surface of the book.

Many places treat OTJ (On The Job) training as an episode of survivor, sink or swim.

Organizations should treat OTJ training just like regular structured training.  It should have consistent goals and outcomes just like a successful n or outside of the traditional classroom setting.

Known objectives work to keep younger learners engaged.  Keep them in the drivers seat with upfront objectives shared at beginning of job cycle.

Good SOTJ (Structured On The Job) training program builds on a specific job role not the whole company. if there is just a sink or swim training mentality, the good people leave after four years.

Best to have specific tasks not just general Know excel but know how to x in excel.

There are two things that all good SOTJ training programs have:

Number One:

Sit down with specific role and identify specific and measurable things to be considered competent.  Doesn’t matter the size of the job.  Both learner and organization must know specific tasks to ensure learner success.  This list is a living document, not set in stone for eternity.

Must be specific measurable competencies in a position.

It can be a painful but beneficial journey to make organization position skills consistent throughout an organization leaving room for customization and local enhancement.

Once you do that you go to Two which is:

How do you know that they are competent?   Must evaluate observable output so someone else can evaluate position competence.

Don’t think of On The Job Training as that but think of a  competency based training.  While there is a place in the workplace for classroom training, job specific training is different from the information dissemination class training experience.

OTJ should be competency based learning to help you the worker establish a sense of competence in what you need to know to successfully do you job.   Use the measurable items to determine success of training and program.

You can use a competency based learning program that is completely  organized and viewed up front can be used as a recruitment tool.

Mentors love the list of competences so there is a consistent training foundation and expected outcomes with the benefit of helping a mentor guide the learner leading to project success.

What makes a good program works is accountability   Somebody must monitor and measure so the job gets done.  The employee has a list of measurables, the mentor has list, then there is an independent development coordinator to meet with the learner to evaluate the measurable items and what they have successfully completed in time x and what hey plan do to in the near future.

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Talkshoe has changed lots of things about the site, including:

The interface is completely refreshed.  You should take a look before you join us again.  (Direct link to the T is for Training page.)

To join the call, you have to select the proper show, then join online studio.  What the controls look like inside the new studio will be a learning experience for all of us.

There is a new number to call into the show  
605-562-0444
Same Call ID: 24719

You can now stream/download episodes of the show back to January 2015.   To download an episode, you click on the episode, then look in the upper right corner for the three dots.  From there you can either download the episode or link to the episode recording.

Episodes previous to that were lost in the great Talkshoe Server Fail of 2018.

If you were smart/forward thinking enough to download and save older shows, please let me know @baldgeekinmd on twitter or baldgeekinmd at gmail.

You have my undying gratitude if you have some vintage shows saved.

Follow the show @tisfortraining for more info.

Thanks.

Talkshoe has changed lots of things about the site, including:

The interface is completely refreshed.  You should take a look before you join us again.  (Direct link to the T is for Training page.)

There is a new number to call into the show  
605-562-0444
Same Call ID: 24719

You can now ONLY stream episodes of the show back to January 2015.   Episodes previous to that were lost in the great Talkshoe Server Fail of 2018.

I will be working on a way to get downloads of the episode up as soon after the show as possible.

Follow the show @tisfortraining for more info.

Thanks.

Microphone

Microphone

Due to various holidays and the schedule of our host, Maurice, this is the T is for Training schedule for the remainder of 2017. We will be chatting and recording at 2 p.m. ET on:

  • Oct. 13
  • Oct. 27
  • Nov. 17
  • December 8th.
  • Dec. 22 (Our year-end show)

Our first show in 2018 will be on Jan. 8. We’ll then aim to record every two weeks throughout 2018.

T is for Training exists for YOU and always does better when YOU are involved.  Please consider calling-in and being part of the conversation.  The phone number for calling in is  (724) 444-7444. When prompted enter the Call ID: 24719.  If you want to join us on chat (the conversation behind the conversation), you can do that through the TalkShoe web site.  Yes, you can just participate in chat, but then you wouldn’t have the pleasure of interrupting Paul when he talks!

September 29th 2017 programming information.

Hey Folks:

There will be no T is for Training today. Life and other commitments keep us from taping today.

Join us in two weeks on October 13th 2017 for show 213 and a ton of engaging talk.

See you then.

@baldgeekinmd

 

Paul_at_NMC

Paul (on the right) at the New Media Consortium conference

On the call were Jodie Borgerding (new to the show!), Andrea Snyder, Jill Hurst-Wahl, and Maurice Coleman. We began by talking about library signage and the recommendation of libraries doing a yearly signage audit.  We then moved to talking about the digital face of the library.

Web sites mentioned:

You can listen to the episode through Talkshoe.

BTW Even though Paul Signorelli was not on the call, we want to toss him some “love” by sharing the photo we used.

Addendum: Jill sent Henderson County Public Library a Twitter message to tell them about their contact page and they fixed it right away!  Thanks, HCPL.

Sometimes it is worth telling someone (or an institution) what you think is obvious, because it may not actually be obvious.

Jill's view while on T is for TrainingAfter a hiatus due to the November holidays, the T is for Training crew was back at it for the last show of 2016.  On the call were Maurice Coleman, Andrea Snyder, Paul Signorelli and Jill Hurst-Wahl.  Today’s topic built upon the Association for Talent Development‘s Employee Learning Week and was “who might be a champion of learning?” We began listing job functions and organizations that are champions. We noted that learners can become self-directed champions of learning.  Along the way, we talked about the need for self-care (and referenced both Heather Plett and Episode 163).  Self-care has been a recurring theme, as has been the power of networking. While we are all outstanding networkers, we are not always outstanding in terms of self-care (something which we acknowledged we need to pay more attention to).

Along the way, Paul mentioned the book The Nudge (his last book reference for 2016) and we engaged in a bit of “poking” at each other. Ah friends!

You can hear this episode here.  Paul created a Storify of tweets about our conversation, which can be viewed here.

Our next call will be on January 6, 2017, then on Feb. 3, Feb 17 and Mar. 3.  We’re skipping Jan 20 because many of the T is for Training regulars will be at the ALA Midwinter Conference.

Mock ShockAt a recent workshop, Jill was shocked to hear that most of the techniques we use as learners to reinforce what we’ve learned do not work.  She was referred to Dunlosky’s article for more information.

Dunlosky J, Rawson KA, Marsh EJ, Nathan MJ, Willingham DT. “Improving Students’ Learning With Effective Learning Techniques: Promising Directions From Cognitive and Educational Psychology.”Psychol Sci Public Interest. 2013 Jan;14(1):4-58. doi: 10.1177/1529100612453266.

Dunlosky and colleagues looked at ten learning techniques which a student could do on his/her own.  Those techniques are:

  • Elaborative interrogation
  • Self-explanation
  • Summarization
  • Highlighting/underlining
  • Keyword mnemonic
  • Imagery for text
  • Rereading
  • Practice testing
  • Distributed practice
  • Interleaved practice

They assessed each technique for its utility or efficacy.  Unfortunately, some of the techniques we have been told to use do not work unless they are implemented to support a specific way of studying. For example:

…highlighting does little to boost performance.  It may help when students have the knowledge needed to highlight more effectively, or when texts are difficult, but it may actually hurt performance on higher-level tasks that require inference making.

Yikes!  Clearly, there is more to know and this study provides that information. For each technique, the authors describe it, describe its effects, talk about issues for implementation, and give an overall assessment.
As teachers/trainers/instructors, it would be useful if we could recommend the best technique for the situation and this article could help us to just that.

The Dunlosky article is available from Sage Journals, which you may be able to access through your library.  You can should also be able to order a copy through interlibrary loan.