Category: talent, learning and organisation development

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

Continue reading

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

Continue reading

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

Continue reading

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

Continue reading

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

Continue reading

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

Continue reading

On the job learning

I think on the job training as a term should be retired as it suggests training interventions embedded within the work cycle. Don’t get me wrong, like teaching, there is much value to be had from embedding training in the work flow, however, training is formal and for all intents and purposes, artificial. Learning is

Continue reading

Undiscovered experts

Everyone is equipped to make a difference. Everyone is an expert. Everyone has something that is unique to them wherever they are and people around them need it. I believe by the time a person is in their late 20s or early 30s, they are already experts in something by virtue of their experiences, how

Continue reading

Designing Learning

My approach to learning design You need the knowledge in digestable chunks and appropriate format You need a concrete experience that simulates situations that could call for the use of the knowledge but starting from the framing or assessing the situation and not directly going to a defined knowledge application situation A sequence of learning

Continue reading