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HOW TO WRITE A MEANINGFUL PERFORMANCE OBJECTIVE How to Write a Meaningful Performance Objective. Know. Do. Believe. Avoid. These four words are at the heart of determining the performance objectives for your training—and writing performance objectives is a critical piece of designing your training. Everyone who went to school for something related to instructional design isnodding in
WHY YOU NEED A LEARNING JOURNEY MAP Use the template below to map out an entire learning journey that will. Identify pain points to address at each step to ensure a journey continues. Ensure there IS a plan for each step of the journey instead of just planning out and developing things for Step 3: Learn and Practice. Empathize from two points of view : the learners’ and the HOW TO DESIGN A LEARNING EXPERIENCE INSTEAD OF JUST Here’s a list of six design thinking tools and tips to help you get started. 1. Define the Problem. Identify a clear problem you’re trying to solve. Consider that problem from the organization’s perspective and from the user’s perspective. A simple “strategy blueprint” can help spark conversation around what challengesyou’re
DEVELOPMENT TIME FOR CORPORATE LEARNING: A REALITY CHECK Company town hall (1 hour) Budget meeting (2 hours) Friday. First, assume that Sarah can spend about six hours a day doing development work (knowing that she needs time for email, phone calls, interruptions, etc.) which means she has 36 hours available for this project. There are nine hours of meetings and appointments already onthe calendar.
TRAINING NEEDS ANALYSIS WORKSHEET (FREE DOWNLOAD) A soundly conducted Needs Analysis should always be the first step when you need to improve performance or change behaviors. Regardless of the type of learning solution you plan to create, taking the time to properly assess the situation and gather appropriate information will go a long way towards assuring the success of a new project. DOES GAMIFICATION ACTUALLY WORK? YES, AND HERE'S WHY HOW MUCH DO CORPORATE LEARNERS FORGET AFTER TRAINING Herman Ebbinghaus was a psychologist who gained fame for his early studies in the late 1880s on memory. Based on his own research studies, he came up with the concept of the “forgetting curve.” He used his study data to create a curve that showed people will forget 90% of what they learn within 3 to 6 days unless learning is reinforced with multiple repetitions. HOW TO SUCCESSFULLY IMPLEMENT A TRAINING PROGRAM Sending Sally to training on how to design a better employee onboarding program seems like a great solution. If ACME’s estimated cost is $75K per employee for turnover, its annual turnover cost is approximately $1.125M. If ACME can shrink turnover from 15% to 10%, it would reduce its annual turnover costs to $750K, a savings of $375K. 4 WAYS AN ONBOARDING PROGRAM CAN REDUCE STAFF TURNOVER BOTTOM-LINE PERFORMANCE Build. Activating strategy through engaging, results-focused deliverables. Experience portals. Change communication. High-volume training. Whatever the asset, we enable your people in innovative and compelling ways. Outcome-Focused Design. The BLP Way®, our proprietary process, gets to the heart of your need fast. In-HouseDevelopment.
HOW TO WRITE A MEANINGFUL PERFORMANCE OBJECTIVE How to Write a Meaningful Performance Objective. Know. Do. Believe. Avoid. These four words are at the heart of determining the performance objectives for your training—and writing performance objectives is a critical piece of designing your training. Everyone who went to school for something related to instructional design isnodding in
WHY YOU NEED A LEARNING JOURNEY MAP Use the template below to map out an entire learning journey that will. Identify pain points to address at each step to ensure a journey continues. Ensure there IS a plan for each step of the journey instead of just planning out and developing things for Step 3: Learn and Practice. Empathize from two points of view : the learners’ and the HOW TO DESIGN A LEARNING EXPERIENCE INSTEAD OF JUST Here’s a list of six design thinking tools and tips to help you get started. 1. Define the Problem. Identify a clear problem you’re trying to solve. Consider that problem from the organization’s perspective and from the user’s perspective. A simple “strategy blueprint” can help spark conversation around what challengesyou’re
DEVELOPMENT TIME FOR CORPORATE LEARNING: A REALITY CHECK Company town hall (1 hour) Budget meeting (2 hours) Friday. First, assume that Sarah can spend about six hours a day doing development work (knowing that she needs time for email, phone calls, interruptions, etc.) which means she has 36 hours available for this project. There are nine hours of meetings and appointments already onthe calendar.
TRAINING NEEDS ANALYSIS WORKSHEET (FREE DOWNLOAD) A soundly conducted Needs Analysis should always be the first step when you need to improve performance or change behaviors. Regardless of the type of learning solution you plan to create, taking the time to properly assess the situation and gather appropriate information will go a long way towards assuring the success of a new project. DOES GAMIFICATION ACTUALLY WORK? YES, AND HERE'S WHY HOW MUCH DO CORPORATE LEARNERS FORGET AFTER TRAINING Herman Ebbinghaus was a psychologist who gained fame for his early studies in the late 1880s on memory. Based on his own research studies, he came up with the concept of the “forgetting curve.” He used his study data to create a curve that showed people will forget 90% of what they learn within 3 to 6 days unless learning is reinforced with multiple repetitions. HOW TO SUCCESSFULLY IMPLEMENT A TRAINING PROGRAM Sending Sally to training on how to design a better employee onboarding program seems like a great solution. If ACME’s estimated cost is $75K per employee for turnover, its annual turnover cost is approximately $1.125M. If ACME can shrink turnover from 15% to 10%, it would reduce its annual turnover costs to $750K, a savings of $375K. 4 WAYS AN ONBOARDING PROGRAM CAN REDUCE STAFF TURNOVER WHY YOU NEED A LEARNING JOURNEY MAP Use the template below to map out an entire learning journey that will. Identify pain points to address at each step to ensure a journey continues. Ensure there IS a plan for each step of the journey instead of just planning out and developing things for Step 3: Learn and Practice. Empathize from two points of view : the learners’ and the THE FUTURE OF DESIGN THINKING & INSTRUCTIONAL DESIGN 1. When did you start to research and become passionate about design thinking? View the full response to this question here. Sharon: A couple of years ago, we had been experiencing the frustration of learners being absent from the entire training design process. Organizations were very driven by subject matter experts and content rather than driven by what learners needed. 6 THINGS YOU CAN DO TODAY TO IMPROVE TRAINING The 6 Steps to Success. Whatever challenges you face and whatever improvements you want to make, the six steps outlined below can help you get started: 1. Start with what you don’t know. A thorough needs analysis should always be the first step when you need to improve performance or change behaviors. Zero in on the “need to know WHY PERFORMANCE CONSULTING MATTERS The focus, of course, is on human performance. Performance consultants skillfully identify the attitudes, skills, behaviors, and beliefs that prevent an organization from achieving a goal or objective. Performance consulting and instructional design are highly interrelated. But performance consultants take needs analysis andsolutions
HOW TO SUCCESSFULLY IMPLEMENT A TRAINING PROGRAM Sending Sally to training on how to design a better employee onboarding program seems like a great solution. If ACME’s estimated cost is $75K per employee for turnover, its annual turnover cost is approximately $1.125M. If ACME can shrink turnover from 15% to 10%, it would reduce its annual turnover costs to $750K, a savings of $375K. IS YOUR PROCESS TRAINING "NICE TO KNOW" OR "NEED TO KNOW 5. No “pain,” no change. Training is often the go-to solution when learners are not following a process or procedure. But once again, let’s assume that your employees are human beings who are intelligent and capable of following basic steps. They could learn the process and follow it if they wanted to, but they have not found acompelling
10,000 HOURS TO MASTERY: THE GLADWELL EFFECT ON LEARNING 10,000 Hours to Mastery: The Gladwell Effect on Learning Design. I just finished reading Malcom Gladwell’s latest book, Outliers. In one of its chapters, he explains the 10,000-hour rule. This rule states that people don’t become “masters” at complex things (programming, music, painting, free throws) until they have accrued10,000-hours
TASK ANALYSIS WORKSHEET FOR LEARNING PROFESSIONALS (FREE We often talk about learning objectives as the key to success for learning solutions. If you have clearly defined your goals, then training should be successful. TRAINING VS. LEARNING: WHEN ALL YOU REALLY NEED TO DO IS I’ve been doing a bit of work with clients lately where their “training request” is really a request for communication design. I devised a graphic to help clarify the distinctions in “learners” using terminology that I’ve heard several clients use: shallow divevs. deep dive.
MOBILE LEARNING THOUGHTS: 3 MLEARNING EXAMPLES YOU MIGHT If you are reading this, you already know mobile learning is a hot topic. You also know that incorporating social media into mobile learning is even more of a buzz term. With the price of an iPad 2 now dropped to just $400, the prospect of implementing a smartphone or tablet-based solution across your organization is probably looking more and more attractive. BOTTOM-LINE PERFORMANCE Build. Activating strategy through engaging, results-focused deliverables. Experience portals. Change communication. High-volume training. Whatever the asset, we enable your people in innovative and compelling ways. Outcome-Focused Design. The BLP Way®, our proprietary process, gets to the heart of your need fast. In-HouseDevelopment.
WHY YOU NEED A LEARNING JOURNEY MAP Use the template below to map out an entire learning journey that will. Identify pain points to address at each step to ensure a journey continues. Ensure there IS a plan for each step of the journey instead of just planning out and developing things for Step 3: Learn and Practice. Empathize from two points of view : the learners’ and the HOW TO WRITE A MEANINGFUL PERFORMANCE OBJECTIVE How to Write a Meaningful Performance Objective. Know. Do. Believe. Avoid. These four words are at the heart of determining the performance objectives for your training—and writing performance objectives is a critical piece of designing your training. Everyone who went to school for something related to instructional design isnodding in
DEVELOPMENT TIME FOR CORPORATE LEARNING: A REALITY CHECK Company town hall (1 hour) Budget meeting (2 hours) Friday. First, assume that Sarah can spend about six hours a day doing development work (knowing that she needs time for email, phone calls, interruptions, etc.) which means she has 36 hours available for this project. There are nine hours of meetings and appointments already onthe calendar.
DOES GAMIFICATION ACTUALLY WORK? YES, AND HERE'S WHY ELEARNING COURSE OR JOB AID: WHICH DO YOUR LEARNERS NEED? eLearning is ideal for building skill in a “safe” environment. The interactions with a course give learners practice opportunities where they can “learn by doing” before being in a real situation. A course is ideal for more complicated tasks learners must perform all the time. eLearning courses motivate learners by showing the 4 WAYS AN ONBOARDING PROGRAM CAN REDUCE STAFF TURNOVER 4 WAYS INNOVATIVE TRAINING GROWS CHANNEL DISTRIBUTOR Here’s how innovative training can help grow channel distributor mindshare. 1. Innovative training is a competitive differentiator. If your industry’s standard is to provide distributors with content-heavy eLearning courses, there’s a bright side. Your competitors are probably doing it, too. Your organization has an opportunity to stand HOW MUCH DO CORPORATE LEARNERS FORGET AFTER TRAINING Herman Ebbinghaus was a psychologist who gained fame for his early studies in the late 1880s on memory. Based on his own research studies, he came up with the concept of the “forgetting curve.” He used his study data to create a curve that showed people will forget 90% of what they learn within 3 to 6 days unless learning is reinforced with multiple repetitions. 508 COMPLIANCE: WHY IT'S IMPORTANT AND WHERE YOU CAN START 7 Steps to 508 Compliance: Why It's Important and Where You Can Start. The term “508 Compliant” is nothing new to the instructional design community, and some of you probably saw the title of this post and thought about skipping it. Any instructional designer wanting to work on a government contract needs to be well versed in 508compliance
BOTTOM-LINE PERFORMANCE Build. Activating strategy through engaging, results-focused deliverables. Experience portals. Change communication. High-volume training. Whatever the asset, we enable your people in innovative and compelling ways. Outcome-Focused Design. The BLP Way®, our proprietary process, gets to the heart of your need fast. In-HouseDevelopment.
WHY YOU NEED A LEARNING JOURNEY MAP Use the template below to map out an entire learning journey that will. Identify pain points to address at each step to ensure a journey continues. Ensure there IS a plan for each step of the journey instead of just planning out and developing things for Step 3: Learn and Practice. Empathize from two points of view : the learners’ and the HOW TO WRITE A MEANINGFUL PERFORMANCE OBJECTIVE How to Write a Meaningful Performance Objective. Know. Do. Believe. Avoid. These four words are at the heart of determining the performance objectives for your training—and writing performance objectives is a critical piece of designing your training. Everyone who went to school for something related to instructional design isnodding in
DEVELOPMENT TIME FOR CORPORATE LEARNING: A REALITY CHECK Company town hall (1 hour) Budget meeting (2 hours) Friday. First, assume that Sarah can spend about six hours a day doing development work (knowing that she needs time for email, phone calls, interruptions, etc.) which means she has 36 hours available for this project. There are nine hours of meetings and appointments already onthe calendar.
DOES GAMIFICATION ACTUALLY WORK? YES, AND HERE'S WHY ELEARNING COURSE OR JOB AID: WHICH DO YOUR LEARNERS NEED? eLearning is ideal for building skill in a “safe” environment. The interactions with a course give learners practice opportunities where they can “learn by doing” before being in a real situation. A course is ideal for more complicated tasks learners must perform all the time. eLearning courses motivate learners by showing the 4 WAYS AN ONBOARDING PROGRAM CAN REDUCE STAFF TURNOVER 4 WAYS INNOVATIVE TRAINING GROWS CHANNEL DISTRIBUTOR Here’s how innovative training can help grow channel distributor mindshare. 1. Innovative training is a competitive differentiator. If your industry’s standard is to provide distributors with content-heavy eLearning courses, there’s a bright side. Your competitors are probably doing it, too. Your organization has an opportunity to stand HOW MUCH DO CORPORATE LEARNERS FORGET AFTER TRAINING Herman Ebbinghaus was a psychologist who gained fame for his early studies in the late 1880s on memory. Based on his own research studies, he came up with the concept of the “forgetting curve.” He used his study data to create a curve that showed people will forget 90% of what they learn within 3 to 6 days unless learning is reinforced with multiple repetitions. 508 COMPLIANCE: WHY IT'S IMPORTANT AND WHERE YOU CAN START 7 Steps to 508 Compliance: Why It's Important and Where You Can Start. The term “508 Compliant” is nothing new to the instructional design community, and some of you probably saw the title of this post and thought about skipping it. Any instructional designer wanting to work on a government contract needs to be well versed in 508compliance
HOW TO WRITE A MEANINGFUL PERFORMANCE OBJECTIVE How to Write a Meaningful Performance Objective. Know. Do. Believe. Avoid. These four words are at the heart of determining the performance objectives for your training—and writing performance objectives is a critical piece of designing your training. Everyone who went to school for something related to instructional design isnodding in
HOW TO DESIGN A LEARNING EXPERIENCE INSTEAD OF JUST Here’s a list of six design thinking tools and tips to help you get started. 1. Define the Problem. Identify a clear problem you’re trying to solve. Consider that problem from the organization’s perspective and from the user’s perspective. A simple “strategy blueprint” can help spark conversation around what challengesyou’re
6 THINGS YOU CAN DO TODAY TO IMPROVE TRAINING The 6 Steps to Success. Whatever challenges you face and whatever improvements you want to make, the six steps outlined below can help you get started: 1. Start with what you don’t know. A thorough needs analysis should always be the first step when you need to improve performance or change behaviors. Zero in on the “need to know WHY PERFORMANCE CONSULTING MATTERS The focus, of course, is on human performance. Performance consultants skillfully identify the attitudes, skills, behaviors, and beliefs that prevent an organization from achieving a goal or objective. Performance consulting and instructional design are highly interrelated. But performance consultants take needs analysis andsolutions
HOW TO DESIGN A COMPLEX TRAINING CURRICULUM IN 10 STEPS These touch points should be included in the curriculum design, with learning solutions created to support them. 2. Identify the roles. Make stakeholders agree on what roles are impacted by the product launch. As I mentioned above, it’s not uncommon for a medical device or pharma launch to have 10+ roles that need some form of training. TRAINING NEEDS ANALYSIS WORKSHEET (FREE DOWNLOAD) A soundly conducted Needs Analysis should always be the first step when you need to improve performance or change behaviors. Regardless of the type of learning solution you plan to create, taking the time to properly assess the situation and gather appropriate information will go a long way towards assuring the success of a new project. THE FUTURE OF DESIGN THINKING & INSTRUCTIONAL DESIGN 1. When did you start to research and become passionate about design thinking? View the full response to this question here. Sharon: A couple of years ago, we had been experiencing the frustration of learners being absent from the entire training design process. Organizations were very driven by subject matter experts and content rather than driven by what learners needed. IS YOUR PROCESS TRAINING "NICE TO KNOW" OR "NEED TO KNOW 5. No “pain,” no change. Training is often the go-to solution when learners are not following a process or procedure. But once again, let’s assume that your employees are human beings who are intelligent and capable of following basic steps. They could learn the process and follow it if they wanted to, but they have not found acompelling
HOW TO THINK OUTSIDE THE BOX AT WORK As a learning design company, we have to be creative all the time. Thinking outside the box for us means changing up the boring eLearning everyone seems to expect, and delivering something truly engaging. Use the tips presented above to channel your creative side. Whether you’re in training, accounting, life science, or anything else; you MOBILE LEARNING THOUGHTS: 3 MLEARNING EXAMPLES YOU MIGHT If you are reading this, you already know mobile learning is a hot topic. You also know that incorporating social media into mobile learning is even more of a buzz term. With the price of an iPad 2 now dropped to just $400, the prospect of implementing a smartphone or tablet-based solution across your organization is probably looking more and more attractive. What will L&D look like next year? Take our 2020 Learning Trends Survey to find out ➤ TAKE THE SURVEYX
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http://localhost/wordpress/wp-content/uploads/2018/02/Working-Space.mp4 BLP, NOW PART OF TIER1 PERFORMANCE Bottom-Line Performance joined forces with TiER1 Performance. Check us out over at the TiER1 site below.Learn more
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ACTIVATING STRATEGY THROUGH PEOPLE ------------------------- Strategy is only as valuable as the activation behind it — how it shows up, how work gets done, how your employees own it, and how your customers experience it. Because every strategy requires people activation to realize the best results. PARTNERING TO REALIZE RESULTS ------------------------- We're a passionate group of performance consultants, game designers, instructional designers, programmers, and project managers. We're a partner who cares as much about your desired outcome as you do.CONSULT
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Your people live your brand. But skills, mindsets, buy-in, process, and culture can get in the way. We align these factors to your successmetrics.
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Based in neuroscience, we craft experiences and transformations that engage and empower your people to achieve their performance potential.BUILD
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