The 5 Learning Models: Performance Support

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Last week I introduced the concept of the two primary learning patterns corporate L&D exhibits while operating: Information Dissemination and Skills Development. Organizations that spend the majority of their resources in the Information Dissemination pattern under very short time frames are likely working in the Performance Support learning model.

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Primary Patterns and Models in L&D

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In my last post, I described the revolution taking place which is moving the workforce away from monolithic LMS fortresses to a more decentralized learning environment. Just as employees are finding many different paths to educate themselves, businesses too are aiming for different goals and approaching Learning & Development (L&D) with distinct values. Even within organizations, separate business units might employ different training models.

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Learning Industry Revolution

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In my last post, I outlined the obstacles that traditional enterprise L&D models face in a rapidly shifting business environment. Today, I’d like to identify the three market forces that are propelling the changes in the industry: the shift in mindset, the shift in mechanics (technology), and the shift in control.

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In a previous position as Director of Learning & Development at T-Mobile USA, I was hired to “make training more effective” which confronted me with three critical questions I couldn’t answer at the time:

A Brief History of Employee Learning

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L&D departments are in the middle of a learning revolution, whether they realize it or not. At Saltbox, we’re interested in navigating, and even guiding the direction of this revolution, but it helps to understand where we’ve come from to predict where we’re going. In this blog, we’ll investigate why the traditional methods of workforce training are no longer adequate to meet modern expectations.

A Pound of Entertainment for an Ounce of Compliance

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I had a brief Twitter exchange with Steve Flowers (@xpconcept), who I respect as a thoughtful and creative L&D leader, regarding compliance training. It was spurred by recent presentations and blog posts I’d seen from respected learning leaders about Learning & Development’s widespread obsession with creating entertaining, pretty, attention-getting training modules for compliance purposes. It was a fun thought experiment and one that hopefully leads to better solutions. It started like this:

Wax LRS Introduces Historical Roll-Up Reports

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Your Learning Record Store contains an abundance of data about workforce readiness. But gathering data and putting data to work aren’t the same thing. Now, a new feature of Wax LRS, historical roll-up reports, will help you analyze and distribute that information.

Historical roll-ups make it easier than ever to filter, sort, and manipulate LRS data over any desired timespan, and share it with stakeholders that don’t use Wax directly. Are you trying to compare departments that have experienced different types of training over the same time period? What about creating a record of training services provided to your company’s customers? Do you need to analyze the activities of employees at different certification levels? Historical roll-ups make it possible. Here’s a quick guide to generating a report.

In your Wax dashboard, click on the Historical Roll-ups tab from the left-hand menu. Use the calendar pop-ups to choose beginning and end dates and times for the report.

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Wax LRS Makes L&D Fast

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L&D isn’t fast. Not fast enough for the pace of today’s business, and certainly not as fast as it could be. Investing more into existing learning programs may help at the margins, but even with unlimited money and resources, L&D leaders face significant roadblocks to becoming the agile organizations that we at Saltbox believe are possible.

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Embedding Wax LRS Reports

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If you’ve seen Wax LRS aggregate learning data, you know what a powerful tool it is for L&D. But how do you communicate its results to your organization’s stakeholders? More to the point, how will you demonstrate your data’s value to company leadership if they have no direct experience with Wax LRS themselves?

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Wax LRS’s new report embedding capability may be your answer. Clicking the “Embed me!” button next to any Wax report enables you to insert it directly into another platform and have it update automatically in real time, on that platform (so people don’t have to log in to Wax LRS to get the insights they need). Whether you’re demonstrating that a training technique is working, or building a case for a new learning initiative, report embedding makes presenting your evidence easier than ever.

A Reintroduction to the Experience API

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Modern workforces require flexible, agile training programs. Procedures that employees learn today may be outdated tomorrow, and where and how they learn isn’t always consistent or regimented. This post, will be a quick refresher on the basics of the Experience API and Learning Record Store, two tools which, since 2012, have been helping L&D managers understand how their organizations work and learn. At the end, you’ll also find a few extra resources on these tools delving deeper into the subject.

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