Author: dehumobickersteth

Rethinking the role of the learning function

The alignment of job design with performance management and talent management in relation to corporate strategy for success creates the right conditions for the full capacity and evolutionary potential of every employee to be fully available to any organisation to which the employees belongs.

Organisational structure as an explicit representation of organisational core capabilities

If 4 people start an Organisation, each with unique specialist skills, then one would say each person helps their Organisation achieve the necessary goals related to their areas of expertise by doing what they do best on behalf of the other 3. Their capability directly implies the organisation’s capability. When the Organisation requires new capabilities

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Taking the whole self as the unit of analysis in learning design

I spent about 13 hours on a Singapore airlines flight coming back to Singapore from London, after having been on a Lufthansa flight from Philadelphia to London for 9 hours.  Spent most of that time alone with my thoughts. I found my self thinking about a framework for designing learning that focuses on the whole

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Why technology is bringing humanness back to work

For years, advances in science have constantly challenged and pushed the boundaries of what was deemed possible for a human being. In the realm of commercial enterprise and industry we have moved consistently from augmentation of capacity and capability in one form of another to outright elimination of the need for humans to do certain

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Knowledge, Skills and Behaviour

In life and at work, in every role, there are people who have achieved a level of expertise and mastery such that their performance is largely predictable across a wide range of unpredictable circumstances and situations. From a learning perspective, how can we impact this sort of outcomes? How can we support individuals in the pursuit

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Evolving Expectations of the Human at Work

My perspective of work I must say is a little different from most given I jumbled up the typical trajectory of primary, secondary, university education and then first job, second job, etc. With this back drop and in my interaction with working adults, I am always curious how many people like their jobs and find

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Building capabilities for Sustainable Performance

I came across this performance improvement document online a few years ago which I thought framed the ideas quite well, it was on the ISPI site and I believe it was by Lynn Kearny. I however also recently read the book “Performance Architecture” by Kearny, Lynn,  Haig, Carol and Addison, Roger. I built some of my recent

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A different take on design of learning solutions

In the spirit of starting with the end in mind, I tend to approach learning solution design with some themes. These themes serve as high level objectives based on target audience. A summary of these objectives are presented below: Engagement and performance of individuals with a focus on personal growth and professional mastery Engagement and

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Shifting the focus of Organisational Learning and Development Solutions

“What’s important is not what you are doing but why you are doing it because that determines how you do it.” – dehumob Results are achieved by doing something well enough to overcome any contextual obstacles presented by the environment. In other words, results are achieved when chosen actions are executed with a proficiency level

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