So, we’ve all gotten the “we need training” request from the stakeholder that has no clear performance goals, no specific problem they are trying to solve, and no one person who can decide what it is they actually want learners to do.
Some topics are much harder to define performance for than others. Procedural steps for a software task are often quite easy to define, while correct performance for people management can be much more difficult to nail down.
What are the best ways to get a clear definition of correct performance, and is it indeed the least sexy ID topic you can talk about?
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Guests
Dave Ferguson, Chief Inquiring Mind at Broad Cove Consulting
Guy Wallace, Performance Analyst & Instructional Architect at Enterprise Process Performance Improvement Consultancy