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on 30 November 2003
Most training operations are event management companies. That is the first revelation this book presents (on page two). Many more follow that, for me, made this an insightful and motivating prescription for how to deliver training that truly impacts performance in the workplace.
Whether you’re part of an internal department or an external supplier, this book provides a set of tools that can transform the results your training gets. Interestingly, not that much of your training is actually likely to change. When you consider that most reasonable training scores well on the evaluation sheets (and usually doesn’t lead to lasting performance improvements), the key to really impacting performance lies with what happens before and after your training ‘event’.
The High Impact Learning (HIL) methodology leads to business impact because it creates focus and “intentionality” upfront, and provides adequate support for performance improvement after the learning has taken place. Essentially, the tools provided in the book deal with the age-old problem of gaining the commitment and buy-in of line managers and learners. By creating a much clearer line of sight between the need for learning and how it will help the individual and the business unit achieve critical job tasks and business goals, the HIL approach offers the potential for results from training to take a quantum leap.
For those of you currently using or considering any e-learning initiatives, I would buy this book for chapter 2 alone – ‘Does the E-World Change Everything?’ It is an intelligent dissection of the issues surrounding e-learning, and helps readers understand how it can work within an HIL approach.
For readers involved in Employee Development Planning, there’s also a great chapter on making that more meaningful for staff and managers too.
In addition to this, the book uses an academic foundation combined with real-world examples to describe the HIL approach convincingly. Included within this is a wonderful new method of training evaluation called ‘The Success Case Evaluation’. A quick and easy adaptation of ROI methodologies, this offers training providers the opportunity to demonstrate the value of their performance improvement solutions, instead of defending themselves from budget cuts.
In summary, if you’re hesitating buying this one because it looks a little expensive, consider what you’re getting:
A view of ‘training’ that will turn conventional ideas on their heads
A superb examination of the issues around making e-learning work
Tools to take the hostages and vacationers out of your training room
Tools to generate enthusiasm, commitment and support for learning initiatives amongst line managers
Real-life examples of how it’s worked elsewhere and what you can do build support for performance improvement in your organisation
A new evaluation tool that brings to life the value that High Impact Learning creates
All in all, great value for money. If you’re involved in designing or delivering training – you need this book.
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