quote:

For me, a key point I think is essential... Most performance issues cannot be solved by training, and when they can, it's never a stand-alone solution. One must do analysis first to identify what the issue really is and what factors impact it.

Perhaps it would be helpful if I clarified this -- "One" can be ANYONE in ANY position.

One of the key things we've learned is that a practice environment where feedback is clear and corrective, but most importantly, SAFE.

Folks have to understand that they are to try out the performance behaviors and improve upon them, and all comments/feedback is for development reasons- to help them grow. Once they know that their mistakes won't be charted/reported (until the appropriate time, and it is CLEARLY announced), we see folks more willing to engage more robustly, and get better results.

This applies to online training as well- we offer both "tracked/scored" activities, but also "practice" areas. Folks spend more time in the practice to hone skills.

This is NOT in any way to disagree with any previous statements about empowering all to take control of their learning (Web2.0 and beyond tech)- and I think the comments about safety apply to this outlook as well (folks can't be afraid to participate).

Kaliko,

We are in the early stages of implementing TWI. Would you be willing to share your Team OJT methodology? I'm always interested in seeing how other people do this.

As to not (totally) hijack the discussion, I'd say the one most important thing I've learned is that training/learning is not an event and you must also do the legwork to make sure what is facilitatied and (hopefully) learned is then implemented on the job.

quote:

Kaliko,
We are in the early stages of implementing TWI. Would you be willing to share your Team OJT methodology? I'm always interested in seeing how other people do this.

Absolutely! you can e-mail me at teamojt@cablespeed.com.