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| || Subject Matter Expert Profile — Brett Christensen, CTDP — Assessing Performance Needs|
We will be featuring profiles of the great people behind the From Paper to Practice workshops leading up to the first live session, March 7th. Learn more about who worked on this important project and why they wanted to get involved!
Let's Meet Brett Christensen, CTDP
What do you do professionally and how does it relate to the From Paper to Practice workshops?
I’m a 30 year military veteran. I did 20 years in the Navy and 10 as a Training Development Officer – which is how I moved into the field of performance and learning. I started my own consulting practice in 2016 and provide learning and performance improvement consultancy to a wide range of clients. The paper to practice workshops provide a great foundation for how to increase performance – using learning – the right way.
Why did you want to contribute as a subject matter expert for this project?
My primary interest is in performance improvement. I was very excited when CSTD rebranded to I4PL, believing that the focus of the institution would be broadening to take a stronger focus on performance. I have a great deal of experience with planning and executing Needs Assessments and Needs Analysis projects and was asked if I would be interested in sharing. Ultimately, my desire is to see increasing interest in performance improvement as a whole. Training is such a small piece of that and if we are going to have “P” in our name, we need to own that.
What do you hope people learn from the session you worked on?
That training is only one potential solution to a problem and before you answer “yes” to your bosses request for training, you will ask the right questions to make sure that the training being requested will solve the problem. If it won’t – there are lots of non-training interventions that can be brought to play (usually faster and cheaper than training).
How do you imagine the participants will be able to apply what they learn in their own workplaces?
Often, a needs assessment can be done just by asking the right questions and digging into the details of the problem a little bit. The Assessing Performance Needs workshop will definitely prepare the users to do that.
Who do you expect to be taking From Paper to Practice?
I have been a CTDP since 2006 so this will be a great refresher, and I am sure there are some new tidbits I can take away. We never stop learning!
Learning design in partnership with TuesdayAfternoon Media.
| || 2019 Conference Registration|
How we speak and attempt to share information in the world of Change Management is important. The approach and indeed, the terminology itself can create an unconscious divide between us (Change Management people) and the rest of the world. Here is how you can overcome this obstacle.
National webinars are always free for members and $50 +tax for non-members.
These events count towards 1 credit hour each for certification maintenance.
Please note that there are two steps in the registration process. First, you are required to register on IMIS (The I4PL website) and then the second step is to register on the ZOOM platform. The second step will be sent to you 48 hours before the webinar that will then send a confirmation email with the dial-in instructions. For questions, please contact firstname.lastname@example.org.
| || Performance and Learning in the News|
Learning Solutions Magazine
Despite its ubiquity and undeniable usefulness as a tool in the e-learning repertoire, microlearning defies easy definition. It fills a multitude of roles and is called on in a huge range of situations, both at work and in learners' personal and consumer lives. But despite the abundance of both actual microlearning and discussion about microlearning, the question remains: is microlearning really learning? The answer is, "It depends."
Oh, to be a child again! To find joy in the newness of each day and be in awe of what lies waiting to be discovered.
As researchers, through a case study, we wanted to learn more about the ways one kindergarten class in northern Ontario nurtured curiosity in the outdoors. We invited the kindergarten community including educators, families and teacher candidates to share their experiences with us.
Canadian HR Reporter
As I mentioned a few times in the past, “training and development” in many organizations is currently being renamed to “learning and development” (L&D) in recognition that a great deal of learning in organizations happens other than through traditional classroom learning.
One of the reasons for this shift is because so many organizations are turning to e-learning and other online solutions such as webinars, simulations, videos, wikis, gamification, mobile learning and microlearning instead of traditional classroom learning.
Learning Solutions Magazine
The balance of power in corporate learning is shifting. Most e-learning still occurs in an LMS, and that's unlikely to change any time soon. At the same time, less digital learning consists of e-learning courses. More and more digital learning takes place in spaces that are beyond the reach of the LMS.
Fatum Ibrahim is pointing to her nose and smiling ear-to-ear.
"Nose," she proudly pronounces, eager to demonstrate her expanding English vocabulary.
Three years ago, a day shy of Valentine's Day, 36-year old Ibrahim and seven family members landed in Surrey, B.C., as part of Prime Minister Justin Trudeau's signature Syrian Refugee Initiative. She didn't know a word of English, nor could she read or write in her native Arabic.
This is the final article in a four-part series about the corporate e-learning realities of virtual reality, augmented reality and mixed reality. The first article laid the foundations for the series by defining the three corporate e-learning realities while the second looked at how businesses are currently using virtual reality learning and the third presented examples of companies using augmented reality learning. This final article will present how companies are likely to use mixed reality learning, which is the newest reality to make its appearance in workplace learning and training applications.
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