High Impact Learning Strategies For Leveraging Performance And Business Results From Training Investments

by Brinkerhoff, Robert O.; Apking, Anne M

• ISBN13: 9780738205380
• ISBN10: 0738205389
• Format: Paperback
• Copyright: 2001-12-20
• Publisher: Basic Books

Summary

Every organization seeks to provide its employees with learning and development opportunities that are both targeted to their individual needs and produce measurable and worthwhile business results. In High Impact Learning, Brinkerhoff and Apking outline a comprehensive, proven, and practical approach for bridging the gap between employee and organizational goals and launching training initiatives of visible and lasting impact.

Author Biography

Robert O. Brinkerhoff is Professor of Counseling Psychology at Western Michigan University. An internationally known speaker, he has written several books on organizational training and measurement. He lives in Kalamazoo, Michigan.Anne M. Apking is consulting director at Triad Performance Technologies, Inc. She has consulted and written extensively on training and development. She lives in Farmington Hills, Michigan. Robert O. Brinkerhoff is Professor of Counseling Psychology at Western Michigan University. An internationally known speaker, he has written several books on organizational training and measurement. He lives in Kalamazoo, Michigan.Anne M. Apking is consulting director at Triad Performance Technologies, Inc. She has consulted and written extensively on training and development. She lives in Farmington Hills, Michigan.

Table of Contents

List of Figures	xiii
List of Tables	xiv
Foreword	xv
Preface	xix
Section 1
The Challenge of Training Impact	1	(17)
Chapter Overview	1	(1)
The Myth of Training as ``Delivery of Events,''	2	(1)
The Logic of Training Impact	3	(5)
Beyond the Transfer of Training	8	(3)
Leveraged Transfer	11	(2)
Understanding Training Impact	13	(4)
Chapter Summary	17	(1)
Does the E-World Change Everything?	18	(23)
Chapter Overview	18	(1)
What is ``E-Learning''?	18	(2)
Blended Solutions	20	(2)
A Three-Part Structure	22	(1)
Applications and Advantages	23	(7)
Issues and Obstacles	30	(5)
It's All About Design	35	(5)
Chapter Summary	40	(1)
The High-Impact Learning Model	41	(18)
Chapter Overview	41	(1)
Two Learning Stories	41	(5)
Comparing the Experiences	46	(1)
The Key HIL Principles	46	(7)
The HIL Process	53	(2)
Assumptions of the HIL Process	55	(1)
Integrating High-Impact Learning Process Elements	55	(3)
Chapter Summary	58	(1)
Section 2
Mapping Linkage to Business Goals	59	(22)
Chapter Overview	59	(1)
What is an ``Impact Map''?	60	(2)
Fundamental Impact Map Structure	62	(3)
Impact Map Variations	65	(8)
Constructing Impact Maps	73	(5)
Strategic Purposes for Impact Mapping	78	(2)
Chapter Summary	80	(1)
Creating Learner Intentionality	81	(18)
Chapter Overview	81	(1)
Learner Intentionality: An Example	82	(1)
A Basis in Learning Research	83	(2)
Individualized Learning via ``Mass Customization,''	85	(2)
Individuals Achieve Training Impact	87	(1)
Advantages of Intentionality	88	(4)
Creating Intentionality: Methods and Tools	92	(6)
Chapter Summary	98	(1)
Providing Effective Learning Interactions	99	(20)
Chapter Overview	99	(1)
Respecting Adult Learners	100	(2)
Matching Learning Methods with Desired Outcomes	102	(7)
Four Key Dimensions of Powerful Learning Interactions	109	(7)
Blended Solutions: Revisited	116	(1)
Chapter Summary	117	(2)
Performance Supporting	119	(21)
Chapter Overview	119	(1)
What is Performance?	120	(2)
A Framework for Analyzing Performance	122	(7)
Integrating Performance Support into a Blended Solution	129	(10)
Chapter Summary	139	(1)
Section 3
Crafting High-Impact Learning Initiatives	140	(24)
Chapter Overview	140	(1)
Traditional Instructional Systems Design	141	(1)
Problems with the ADDIE/ISD Approach	141	(4)
The HIL Design Approach	145	(4)
A Deeper Look at Phase One: Analyze	149	(7)
A Deeper Look at Phase Two: Design	156	(4)
A Deeper Look at Phase Three: Create and Try Out	160	(3)
Chapter Summary	163	(1)
Using Evaluation to Build Organizational Performance and Learning Capability	164	(24)
Chapter Overview	164	(1)
Evaluation and Organizational Learning Capability	165	(2)
Implicit Evaluation Strategy	167	(1)
The Risks of an Implicit Evaluation Strategy	168	(4)
Redefining an Evaluation Strategy for Performance Improvement	172	(4)
Success Case Evaluation	176	(11)
Chapter Summary	187	(1)
High-Impact Employee Development Planning	188	(21)
Chapter Overview	188	(1)
Why HIL and Employee Development Planning Must Be Aligned	189	(4)
Weaknesses of Typical EDP Systems	193	(4)
Key Purposes for Development Planning	197	(2)
Balancing Individual and Organizational Needs	199	(1)
Integrating EDP with Other HR Systems	200	(2)
The HIL Development Planning Approach	202	(6)
Chapter Summary	208	(1)
Making the Transition to High-Impact Learning	209	(24)
HIL and Change	209	(6)
Strategies for Making the HIL Transition	215	(11)
Beyond HIL: Influencing Organizational Effectiveness	226	(6)
Chapter Summary	232	(1)
Index	233