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183 Cards in this Set
- Front
- Back
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What are the four theories of learning and instruction, according to "The Trainer's Dictionary?"
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Subjective centered
Objective centered Experience centered, and Opportunity centered. |
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What are the three types of learning usually associated with Bloom's taxonomy?
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Knowledge, skills, and attitude. Attitude cannot be trained, but can be influenced.
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What is a developmentalism based theory of instruction that focuses on matching individual needs to appropriate instructional experiences, and is particularly useful for helping employees adapt to changes in their work lives?
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Opportunity-centered learning and instruction.
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What is Malcolm Knowles' contribution to adult learning?
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The concept of andragogy.
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According to Merriam and Caffarella, adults' developmental stages can be described in three major perspectives. What are they?
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Physical changes, Psychological changes, and socialcultural changes.
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What theory of learning and memory is concerned with studying the relationship between stimuli and responses and includes training techniques such as prompting, cueing, simulations, role play, and positive reinforcement?
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Behaviorism.
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What theory of learning attempts to involve both the right and left hemispheres of the brain, as well as the cortex and limbic systems?
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Accelerated learning (AL).
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Neurolinguistic programming (NLP) has discovered that learner preferences fall into three categories. What are they?
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Visual, auditory, and kinesthetic (VAK). NLP distinguishes between what happens "outside" and what happens "inside" of the brain.
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What learning theory, developed by Howard Gardner, suggests that intelligence is multifaceted and is not fixed?
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Multiple intelligences.
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Who developed eight guidelines for facilitating learning, including the idea that effective facilitators establish the initial mood or climate of the group or class experience?
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Carl Rogers.
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In right/left brain theory, which side of the brain specializes in logic, mathematics, analysis, and sequential processing of events?
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The left side.
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What are the lowest and highest tiers in Maslow's hierarchy of needs?
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physiological needs and self-actualization.
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What are the components of the ADDIE model?
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analysis (or assessment), design, development, implementation, and evaluation.
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According to Gagne's nine events of instruction, what is the first thing a trainer must accomplish?
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Gain the learners attention.
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During what phase of the ADDIE model will the trainer develop instructional objectives?
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During the design phase.
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What are 4 key characteristicsof learning?
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1. Motivation (WIIFM)
2. Goals (I'm ready because I have a goal!) 3. Experience (I'll learn best if I experience it.) 4. Culture (I believe this and I value that.) |
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What did Ned Hermann say?
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Hermann said that brain-dominance affects how people work, and communicate; it makes them "prefer" things a certain way.
Upper-left cerebral (C) Lower-right limbic (S) Upper-left limbic (i) Lower-rght cerebral (D) |
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What did Carl Rogers offer us?
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Rogers offers us the concept of learner-centered facilitation. He said there are 8 guidelines to consider to be an effective facilitator:
1. Create the right mood. 2. Clarify indivdual and collective goals. 3. Value the learner's motivation and trust her purpose. 4. Organize the widest range of resources. 5. Serve as a flexible resource. 6. Accept intellectual content AND emotional response. 7. Be a participant learner. 8. Accept your own (facilitator) limitations. |
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What is ACCELERATED LEARNING (AL)?
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The purpose of AL is to involve both hemispheres, cortex, and limbic systems in the learning. To do so will enhance and accelerate the learning.
The learning environment must be: POSITIVE, COMFORTABLE, COLORFUL, WITHOUT BARRIERS, SUPPORTIVE FOR ALL, MULTI-APPROACHED, ACCOMODATING FOR DIFFERENT LEARNING STYLES, FUN, GROUP-BASED |
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What is an INTAKE STYLE?
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The way(s) that a person prefers to take information. Once the information is taken in, it can be sorted, retained, reproduced, and retrieved. This is tied to VAK.
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What was one of Howard Gardner's contributions to adult learning theory?
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Gardner gave us "multiple intelligences" and said intelligence is multi-faceted. He made us think differently about what it means to be "smart." He said most people "hang out" in 3-4 of these intelligences but avoid the rest. He theorized that there were many types of intelligences.
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How did Gardner define intelligence?
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He said intelligence was:
-Measurable aptitude -Aptitude to create and solve problems -What society/the culture valued |
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What are 7 ways adults can learn more 1quickly?
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According to AL, adults learn more quickly IF they:
1. are not stressed and can relax 2. believe themselves to be "smart" 3. can tie NEW information to previously learned 4. can work with "more" of their mind 5. have short rather than long learning segments 6. use more of their senses to learn 7. are valued in the learning |
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Contrast "behaviorism" and "cognitivism." Tie both to Bloom's taxonomy.
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BEHAVIORISM: theory that adults will learn if the desired behavior is reinforced; the behavior will become learned the more it is reinforced. This is tied to "SKILLS" in Bloom's taxonomy. Instructional techniques based in behaviorism include drills, prompting, simulations, role plays, cueing, and modeling.
COGNITIVISM: theory that learning takes place when adults take in and logically process information. It is academically focused+ in thinking and memory. It is the "tell" approach to training and is tied to Bloom's "KNOWLEDGE" level. Instructional techiques based in cognitivism include case studies, diagrams, films, SME's, presentations, debates, and panels. |
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What is one interest that adult learning and instructional design have in Abraham Maslow and his contributions?
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MASLOW = MOTIVATION. He offered a hierarchy of the needs that motivate people. His theory was that needs are "ranked" from low to high. A person cannot be motivated to meet any need until lower needs are met. WLP pros have to take this hierarchy into account when designing learning because learning is all about motivation. If a participant's lower needs have not been met, motivation for learning is compromised. The hierarchy is arranged like this:
Self-actualization (high) Esteem Belongingness Safety Physiological |
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Who was Malcolm Knowles and what did he theorize?
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Knowles drew attention to the differences between pedagogy (teaching children) and androgogy (teaching adults.)
PEDAGOGY Learner's self concept is dependent Extrinsically motivated Readiness to learn related to age & curriculum Self-centered orientation to learning Doesn't use experience ANDRAGOGY Learner's self concept is self-directed Intrinsically motivated Readiness to learn is from life experiences Problem or task-centered Uses experience as a resource for self and others |
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Explain Benjamin Bloom's contribution and relate it to adult learning.
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Benjamin Bloom's taxonomy assists learning design by CLASSIFYING LEARNING OBJECTIVES/OUTCOMES into 3 domains that can influence the design of learning. These outcomes are arranged from simple to complex. The 3 domains are:
1. Cognitive (= Knowledge) 2. Psychomotor (=Skill) 3. Affective (=Attitude) The taxonomy is: EVALUATE (complex) APPLY ANALYZE UNDERSTAND KNOW (simple) |
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When do adults learn?
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When they NEED to learn.
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What are 4 key characteristics of learning? In other words, what characterizes WHY adults learn? What makes adults learn?
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Motivation: (WIIFM) What's in it for me?
Goals: Adults learn when they have goals Experience: Adults learn if they can "hook" learning onto past experience. Culture: Adults learn if the learning suits their cultures. |
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Name 6 factors that influence an adult's ability to learn?
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Stress and time pressures
Job status Learning environment Peers Supervisor Family situation Company condition |
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What are 3 advantages of behaviorism? When should a designer consider behaviorist approach to design?
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BEHAVIORISM
Works best for helping learners acquire specific skills Is highly specific Is observable Ensures behavioral practice - not just theory Sets up clear objectives |
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What are 3 advantages of cognitivism? When should a designer consider a cognitivist approach to design?
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COGNITIVISM
Faster than other methods Treats adults as adults Doesn't waste people's time Builds a base of information, rules, and concepts Provides rationale for action |
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According to Gardner, there are at LEAST 10 types of intelligences.Name five.
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Spatial
Musical Social/InTERpersonal (working with others) InTRApersonal (working alone) Emotional Linguistic/verbal Bodily/Kinesthetic Logical/Mathematical Naturalistic Existential |
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What do WLP pros mean by "building organizational capacity?"
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Developing a talented workforce to meet business and customer needs.
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When employees leave the organization, what is the affect?
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- Intellectual drain
- Cost incurred with re-recruiting, re-hiring, and re-training The cost of losing ONE employee is calculated at 1.5 times that person's annual salary. |
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According to Kepner & Tregoe, what are the top THREE reasons employees leave their jobs?
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1. Lack of financial reward
2. Lack of recognition 3. Lack of career development |
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What 4 links connect performance and rewards?
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1. Measurement of valuable results
2. Accomplishments of results 3. Accomplished results being rewarded 4. Rewarded results being valued |
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In what ways can employers offer VARIABLE PAY OPTIONS to update their compensation practices? Explain each option.
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1. Special recognition monetary rewards
2. Individual and group variable pay 3. Lump sum awards 4. Stock options |
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Define PERFORMANCE MANAGEMENT.
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PERFORMANCE MANAGEMENT is the process of developing, deploying, and aligning people to increase business performance.
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What are two keys to rewarding employees?
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1. Knowing the needs that motivate employees
2. Monitoring employees to ascertain whether those needs are being met. |
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What do Cynthia Berryman-Find and Charles B. Fink say motivate employees?
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According to Find and Fink, SEVEN things motivate employees:
1. Achievement 2. Power 3. Affiliation 4. Autonomy 5. Esteem 6. Safety and security 7. Equity (being treated fairly) |
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To understand more about "job design," explain Hackman's and Oldham's suggestions for making jobs more interesting and motivating.
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These two say that every job has FIVE categories (tied to psychological states behind motivation) that determine how motivating employees will find their job.
1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Feedback |
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How many years "down the road" should training managers be considering so that they can keep pace with change?
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5 to 10 years
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What is the primary focus of HR development (HRD)?
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The primary process of HR development (HRD) is to locate and prepare the appropriate knowledge and skill sets so that that knowledge and skill can be applied to meeting the goals of the organization.
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In what ways can HR help stimulate employees and drive results?
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-Performance-based budgets linked to individual outcomes
-Behavior and competency assessments -Development planning in the form of training plans -Managing by objective Job responsibility and KSA eval -Components of the perf improv process (incl. fdbk) -Links to the compensation system -Balance with meeting org goals and objectives |
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What is a "business model?" What are "business objectives?"
Why must the training manager understand these? |
BUSINESS MODEL: How a business intend to generate revenues and profits
BUSINESS OBJECTIVES: State what the business wants to accomplish THE LEARNING FUNCTION IS CONSIDERED TO BE A VALUED BUSINESS PARTNER. The purpose of training is to support business goals by providing the learning needed by employees to make change and to sustain desired performance. If the training manager doesn't understand this, (s)he cannot ensure that the learning function is living up to its perceived value in the organization. |
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What are "business drivers?" Give examples of internal and external ones.
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Business drivers are forces that direct the organization's strategies, goals, and needs.
Internal drivers - technology, systems, processes, policies, employees External drivers - government, law, global economy, perceptions, restrictions, |
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Define "corporate success measures."
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How a business measures its success
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In addition to examining the organization's goals, plans, and purposes, why should the WLP consider the organization's culture and values?
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Because organizational culture and what the organization values play a big part in whether or not the plans, goals, and purposes will be met. The WLP pro should take "inventory" of these thing by looking at the company's history, mission and goals, strategy, tactics, vision, and plans.
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What is meant by "environment" when referring to that which affects an organization?
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"Environment" refers to the surrounding context that will have direct impact on a business or organization. This environment has external, internal, employees, and contractual components that affect the business or organization.
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What are "knowledge exchanges?"
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"Knowledge exchanges" are networks for groups in the organization to share information, transfer knowledge, and access specialized knowledge. These networks are rooted in the idea that most of the information that resides in an organization resides in the brains of its employees and they are a way to get information "out of ONE head and into to MANY others."
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Why do WLP pros have to understand external systems? What are the levels of external systems?
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WLP pros have to understand external systems because they have a direct effect on designing and delivering training. Levels of external systems are external environmental factors and external relationships.
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Define "environmental scan."
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Inventory of FORCES THAT INFLUENCE the way an organization functions. AN ENVIRONMENTAL SCAN analyzes both INTERNAL and EXTERNAL influences.
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What factors are a part of the environmental scan and influence the direction of an organization?
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Political Economic Sociological
Cultural Global Technological Employment |
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What are some external relationships that would be part of an environmental scan and therefore influential in the direction of an organization?
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Partnerships are a component of the external environment. These partnerships/relationships might include: customers, vendors, competitors, community, charities, employees.
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Why should WLP pros be concerned with legalities, regulations, and ethics when it comes to training?
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Because if creative training design and delivery or pose perceived or real compromises to safety, ethics, law, and/or feelings of inclusion, then they are counter-learning.
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Within HRD, a decision to select someone for a training program is a ____________________.
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Test
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What is one important legal issue for HR and the training department?
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To LAWFULLY select people to participate in training and development programs. AN EMPLOYER (HR) ALWAYS HAS TO PROVE THAT A REQUIREMENT FOR EMPLOYMENT IS RELATED TO PERFORMANCE OF THE JOB. (Diane - think FDR)
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When designing/delivering training in different languages, what must the WLP pro ensure for participants?
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That the written, spoken, and printed words are understandable; that the intent, imagery, and nuances of the content and delivery are acceptable; that the language, accent, dialect, and delivery of/from the trainer is understandable and inclusive.
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What act permits noncoercive employer free speech? Why is this important for trainers to be aware of?
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The Labor-Management Relations Act.
Because training should not use any examples, case studies, or role plays that infringe on a person's personal philosophy or belief system. |
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How do training managers work with unions as partners?
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By working with the unions to determine/define what type of training should be provided and to keep records of records related to training.
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List some things that canNOT be copyrighted.
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Ideas, processes, procedures, methods of operations, concepts, principles, or discoveries.
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What is meant by "fair use standards?"
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Standards that limit the exclusive rights of the copyright holder/author/proprietor. Standards that allow others to use copyrighted material in a reasonable manner without consent. Even so, training managers should always "do their homework" with regard to citing and crediting copyrighted work.
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What is "public domain?'
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Refers to time and conditions under which a work was published. Work in the "public domain" does not require permission for use from the copyright holder.
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Competition between companies in the same business could very well drive_____________________.
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Unethicalness
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How does ASTD define learning technologies?
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Electronic technologies that deliver information and facilitate the development of skills and knowledge.
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What does an organization have to consider when selecting learning technologies?
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Cost
Learner characteristics Evidence of the technology's effectiveness Time Types of skills to be learned |
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What does a designer specifically have to consider when recommending/choosing a combination of learning technologies?
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The designer wants to pair instructional, presentation and distribution methods to create effective learning. Consideration should be given to design elements, software capability, hardware requirements, instructor materials and formats, delivery platforms, and ancillary materials.
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What does an organization have to consider to implement a new learning technology?
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Internal groups with which to partner
Understanding different role responsibilities Understanding organizational goals |
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Contrast "terminal" and "enabling" objectives.
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Terminal: Long-term/end product or outcome
Enabling: Short-term needed to get to the end product or outcome |
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Name some differences between online/WBT classes and live, instructor-led classes.
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Online/WBT
Live/Instructor-led |
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What are some things designers have to consider, understand, and know before starting a learning project?
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*Sponsor's request
*Business need *Desired performance *Task involved in the performance *Learners and influences on them *Project contraints |
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Where in ADDIE does the Level 1 evaluation take place? what is evaluated at this phase?
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IMPLEMENTATION
-Learner's ability to meet objectives -Facilitators evaluate program design -Materials are reviewed -Class format, size, and other peripherals -Evaluation suggests modification |
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Who is ROGER GLASER and what did he offer?
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First used the term "criterion-referenced measures" to test an individual's behavior in relation to an objective standard. Assesses the learners' entry level behavior and to what extent learners have developed mastery through an instructional program/event.
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Why is a needs analysis conducted?
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To understand more about the issue and to ensure that what is needed can be addressed through training.
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What is an instructional design system?
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An inter-related number of components that are part of delivering instruction to the learner.
ALL INPUTS - what goes IN ALL OUTPUTS - what comes OUT |
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Who was ROBERT GAGNE and what did he offer?
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Described FIVE domains of learning. NINE events of instruction. Established learning hierarchies that pointed out that learners HAVE to acquire prerequisite skills before attempting higher level ones. Based his work on how adults 1. sense, 2. process, 3 store to memory
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Describe GAGNE's nine events of instruction.
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1. Get attention
2. State objectives 3. Tie to previous learning 4. Provide the information 5. Demonstrate/guide 6. Provide opportunity for practice 7. Feedback 8. Assess performance 9. Apply to job |
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How is instruction usually sequenced within a framework of tasks, topics, and problem solving?
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1. Chronological 2. Topical 3. Procedural 4. Prob & Sol
5. General to specific 6. Simple to complex 7. Overview, demo, practice 8. Known to unknown (v v) 9. Less risky to more risky |
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In the ANALYSIS phase of ADDIE, what must designers identify?
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-if training is the answer
-goals and objectives -resources -audience -additional data needed |
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When the "knowing-doing" gap exists, training is NOT the answer. What might be other reasons for the "knowing-doing" gap?
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LACK OF:
*Motivation *Tools *Information (info is not provided) *Health *Structure of process |
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What are some methods for collecting data in the ANALYSIS phase of ADDIE?
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*Focus group
*Interviews *Panels of SMEs *Surveys *Review of pre-existing data/records *Existing program review |
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Before getting started, what do Instructional Designers need to know?
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1. Sponsor's request
2. Business need for the project 3. Desired performance 4. Task involved in the performance 5. Learners and influences on them 6. Project constraints |
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What did ROBERT MAGER say?
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Said that a learning goal should be broken down into smaller tasks or learning objectives. Said behavioral objectives should have 3 components:
1. BEHAVIOR - specific and observable 2. CONDITION - conditions for behaviors to occur 3. STANDARD - desired level of performance |
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What are "terminal" and "enabling" objectives?
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Terminal (end-results objectives, long term)
Enabling (steps to the end result, short term) |
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What is the IDEA behind instructional system design (ISD)?
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Training is most effective when it gives the learner a clear statement of what they must be able to do as a result of the training and how their performance will be evaluated. ISD (done correctly) ensures that training is effective.
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Why does ISD work well?
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ISD works well because it produces observable, measurable elements that can be replicated. These elements are analytical methods, objective, evaluations, designs and more.
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Explain ADDIE in terms of:
INPUT PROCESS OUTPUT |
INPUT: Analysis
PROCESS: Design, Development, Evaluation OUTPUT: Implementation |
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What are "interventions" to the WLP?
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Solutions that do not involve training.
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What did BARBARA SEELS & RITA GLASGOW say?
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Design occurs w/in the context of Project Management.
1. Needs analysis management (A) 2. Instructional design management (D) (D) 3. Implementation & evaluation management (I) (E) [ADDIE] |
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What is "diffusion?"
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DIFFUSION is promoting the adoption and promotion of the project as a DYNAMIC process. Members of design teams may change depending on phase.
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What is A B C D when it comes to objectives?
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A - Audience
B - Behavior C - Context/Conditions D - Degree [SMART GOALS] |
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Line up how a business need ends up driving the specifics of training.
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Business need > Performance need > Training need >
Specifics of training > Other relevant data not in training Training adds value only when it serves a business need. |
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For the WLP pro, what's the difference between a GOAL and an OBJECTIVE?
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A goal is a statement of desired outcome
An objective is a detailed statements about outcome of the learning. |
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What are SIX steps to conducting a needs assessment?
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1. Define objectives (Why are you doing the assessm?)
2. Identify necessary data (What data do you need to fulfill the objectives?) 3. Select data collection methods (What methods will you use to get data you need?) 4. Collect data 5. Analyse/confirm data (What is the data telling you?) 6. Prepare final report (Write what you found out) |
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What are the 3 levels of needs assessment?
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1. ORGANIZATIONAL (Biggest)
2. TASK (Bigger) 3. INDIVIDUAL (Big) |
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What did the DICK & CAREY model say?
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1. Identify instructional goals
2. Conduct instructional analysis and analyze learners and contexts 3. Write performance objectives 4. Develop assessment instruments 6. Develop instructional strategy 7. Design & conduct formative eval of instruction 8. Design and conduct summative evaluation Revise instruction throughout model |
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What are the 7 principles of adult learning?
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Adults:
1. operate by andragogy - not pedagogy 2. are pressed for time 3. goal oriented 4 bring previous knowledge & experience 5. have finite interest in types of information 6. have different levels of motivation 7. have different learning styles |
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Name 2 advantages of using focus groups.
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*Facilitator can note nonverbal behaviors that accompany what's said.
*If done correctly, all participants will be heard. *Resulting hypothesis can be tested later w/ larger population by surveys or observations. |
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TRUE OR FALSE
A focus group is a group interview. |
TRUE
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In design, what is an "algorithm?"
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When observations and interviews are used in combination they produce this tool. Depicts physical steps (or behaviors) and the thought processes that support those steps.
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Describe the characteristics of adult learners. List specific issues under each characteristic that should be considered when designing learning for adults.
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The adult is:
SELF DIRECTED - Like to have control over her learning USES EXPERIENCE - Links new info to new READINESS TO LEARN IS FROM LIFE - Likes to apply; goals ORIENTATION TO LEARNING-Want learng life centered MOTIVATION BASED IN INCENTIVE-WIIFM; payoff |
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What did Jack Phillips offer?
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The 5th Level of Evaluation - ROI (Return on Investment)
Compares cost of training with benefits of training; usually presented as a % or benefit-and-cost ratio. |
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What 5 things does the copyright holder have the EXCLUSIVE right to do?
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1Reproduce
2Prepare works based on the copyrighted work 3Distribute copies 4Perform copyrighted work publicly 5Display copyrighted work |
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How can a manager truly RECOGNIZE and employee in a way that is meaningful for the employee?
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*Buying lunch
*Greeting by name *Engraving a plaque W/ names for years of service *Giving the employee more autonomy *Buying membership dues for a professional organization *Creating symbols (immortalizing) of a team's work *Giving a chance to telecommute |
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More than anything else, what do employees want to be recognized/praised for?
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Job performance
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What 2 things have great effect on the motivation of employees?
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1. Management
2. Performance |
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What is the BEST PRACTICE for WLP pros to use when dealing with copyright?
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To obtain written consent from the copyright holder.
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What did Donald Kirkpatrick offer? Use relevant detail to explain?
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DK said there were 4 levels to evaluation:
Level 1: Determines how learner feels (REACTION) Level 2: Determines how learning has improved (LEARNING) Level 3: Determines performance improvement back on the job (BEHAVIOR) Level 4: Measure effect (of what was learned) on the business (RESULTS) |
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In e-learning, what is a "release plan?"
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A plan for when the product will be released, what technology it will require, and restrictions on where it should happen. Plan should be shared with learners attending AND with the people who administrate over the training.
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Name 6 disadvantages of classroom learning.
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1.Group-paced instead of individual
2. Requires physical space 3. Requires travel time for some 4. Addresses only the individuals who attend 5. Can be overtaken by the crisis at hand 6. May further divide training and performance support |
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What are some advantages of classroom learning?
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1. Instructor can gauge emotional reaction and comprehension
2. May be good for learning motor or soft skills 3. Face-to-face with instructor 4. Group interfaces with other learners 5. Feels better to learners who are more comfortable in a traditional environment and/or with others |
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TRUE OR FALSE?
Training and performance support are the same thing. |
FALSE
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Name 3 DISadvantages of e-learning.
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1. Learner may feel it's less personal
2. Mobile workers may feel disconnected without being able to connect 3. Takes time to develop 4. Requires expertise in creating/designing 5. Can be expensive 6. May have technical requirements the organization cannot meet. For example, BANDWIDTH |
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Name 6 advantages of e-learning.
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1. Individual learner-based
2. Doesn't require more space 3. Can be learner-paced 4. Access to additional online support 5. Joins (geographically) disconnected employees together 6. Can be designed for use anytime/anywhere |
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TRUE OR FALSE?
e-Learning can operate easily as a performance tool because of its adaptability and flexibility of content and structure. |
TRUE
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What are some differences between training and performance support?
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TRAINING: targets lack of knowledge and skills (mostly skills); may be less flexible and adaptable than e-learning
PERFORMANCE SUPPORT: encompasses a much wider possibility of choices that could influence performance. |
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What are some examples of performance support/solutions?
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Performance support/solutions provide access to information on the job or in the work environment or include the use of job aids.
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There is evaluation at every level of ADDIE. Explain what is meant by that statement.
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Every action in ISD models has a counterbalancing evaluation element. These evaluations are done for many reasons:
1. to show retention 2. to ensure satisfaction 3. to measure ROI Kirkpatrick says there are 4 levels to these evaluations in the ISD models. |
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How might evaluation occur at the analysis phase? Development phase? Design phase?
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ANALYSIS: Review of data by SMEs and design team
Use of focus groups, surveys, to validate Key decision makers evaluate resourcesand constraints Review of process issues DESIGN: Objectives and evaluation tasks are evaluated Materials and media are evaluated Deadlines and deliver process are evaluat DEVELOPMENT: Review of full course Instructional content eval by learners and facilitators Review of deadlines and deliverables |
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What are the 3 major tasks involved in analyzing data?
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1. Sorting data
2. Tabulating it 3. Comparing raw data with summarized data (Remember: The data has to be collected.) |
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What is the best way to improve coachability and coaching effectiveness?
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Instead of focusing on problems and weaknesses, focus on possibilities, strengths and employee's goals.
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Give some characteristics of coaching.
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-Just in time personal attention
-One-on-one -Focused on performance improvement -Can create cultural change -Focused on clients issues -Utilizes learning |
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What distinguishes a masterful coach?
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That he uses a method(s) to bring about transformational learning.
(Transformation learning - Hargrove) |
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Explain loop learning as popularized by Peter Senge.
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Coaches support by helping clients through the 3 loops.
SINGLE LOOP - skill focused, incremental change, confined to smaller idea. DOUBLE LOOP - thinking and behavior-focused; reframing TRIPLE LOOP - a willing shift to how they see themselves and the world |
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When is coaching the "right" intervention?
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When expectations are not understood
When tasks are not done to performance standards |
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When is coaching the INappropriate intervention?
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When there is a lack of resources
When there are unrealistic expectations When there are too many responsibilities |
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TRUE OR FALSE
"Counseling" and "coaching" are different words for the same thing. |
FALSE
COUNSELING is suggestive of therapeutic outcomes; coaching is not. COACHING can be used WITH counseling. Coaching focuses on the client and THEIR goals and is client-driven. |
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Outline SOME of the differences/contrasts between:
1. Coaching 2. Consulting 3. Training 4. Counseling |
COACHING - WHEN and WHY, WHO the client is, and the mind, body, and spirit
CONSULTING - WHAT the client does; cognition, thinking TRAINING: HOW the client does it; cognition, thinking COUNSELING: WHY the client does it; emotions, feelings |
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What is the role of the HRD person and the coach when it comes to coaching?
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They make sure that the needs of the client matches the right discipline when the choices are training or coaching or consulting or counseling or mentoring OR some combination of them all.
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Essentially, what do coaches do?
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*Establish trust
*Listen more than talk *Facilitate thoughts *Help client figure it out by stepping back and thinking *Support introspection and reflection *Teach client to work better with others |
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Why is it that most times third parties make the best coaches?
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Because outside parties may be seen as having more expertise, hired for only that specific reason, and not a part of the office politics. Outside parties may provide a feeling of security and confidentiality. Outside parties/vendors/consultants are supposed to be unbiased and not interested in office shenanigans.
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With regard to coaching, what does ICF stand for?
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International Coach Federation
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What is "competency modeling?"
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A process for identifying a list of knowledge and skills required to do a job.
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The ethical behavior guidelines for WLP pros are broken down into 3 areas. What are those 3 areas?
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1. Contracting
2. Developing 3. Maintaining |
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The need for coaching as a development tool and performance improvement stimulus has grown because of many external drivers. Explain what is meant by that statement.
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THEN: Industrial age, people hired for their hands, it was more about control
NOW: Information age, people hired for their minds, more about being coached, people are better educated and less job-security oriented, want to be stimulated and developed at work |
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What is the largest essential skill area for coaches and why?
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COMMUNICATION.
Because it is the tool the coach actually used to facilitate the client's thinking. |
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What are SOME steps to the coaching process?
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*Establish and sustain the relationship
*Communicate expectations *Establish performance goals *Establish trust *Encourage development *Identify resources *Agree on coaching schedule *Measure current performance |
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What are components of a great dialogue?
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-Relevance -Inquiry -Freedom -Connectedness
-Reception -Empowerment -Play |
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Why do people seek coaching?
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Because they want to explore and improve their effectiveness and learn more about themselves.
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Explain the Socratic method of asking questions and when it is used.
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Socrates was a philosopher and did a lot of thinking with his thoughtful buddies. :)
The Socratic method of questioning is used when there is a complex issue/task at hand. The method gives the coach a lot of information and gets the client thinking. Socratic questions require deeper thinking about WHY and HOW. They probe and are open-ended. |
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What are the general steps the coach will take in working with a coachee?
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1. Get client to self assess
2. Help client determine performance goals 3. Help client describe current challenges to those goals 4. Devise an action plan with the client |
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What is the goal of coaching?
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Because coaching is focused on WHO the client is, the goal of coaching is to:
ENSURE THE CLIENT PUTS FORTH THEIR BEST EFFORTS TO ACHIEVE RESULTS. |
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What should coaches do to observe, analyze, and act/plan on a client's current performance?
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When coaches are observing and analyzing current performance and behavior they are doing so to identify problems. The coach focuses on these ideas during sessions:
1. Is client a good match for his/her job? 2. Does client know what is expected of him/her? 3. " " " " tasks are prioritized? 4. " " " have the necessary skill and knowledge 5. What about the client's attitude? 6. What does the client see as obstacles? 7. Is the client being awarded for failure? 8. Does the client get feedback on his/her performance? What motivates the client? 10. What does the client value? |
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What are some ways coaches can meet with their clients other than face-to-face?
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*PHONE
*VOIP (SKPE?) *ONLINE MEETING PROGRAMS (GOTOMEETING) *GOAL SETTING AND PMGT SOFTWARE |
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Tie coaching to motivation.
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Clients who are not motivated to benefit from coaching will not benefit from it. Coaching that improves motivation will the most effective.
(Think Maslow!!) |
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What is the difference between "evaluative" and "developmental?"
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EVALUATIVE: Focuses on the past; a "grade" on performance.
DEVELOPMENTAL: Focuses on the future and helping the client raise performance. |
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TRUE OR FALSE
Feedback should be given a week after the client's performance so that the client has a chance to reflect on it. |
FALSE
Feedback is more effective when it immediately follows performance. |
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What are the 5 Rs of effective coaching?
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1. Respect
2. Reinforcement 3. Recognition 4. Reward 5. Role Modeling |
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What do the evaluator, analyst, and change agent focus on when considering learning?
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They focus on how much change the learning solutions are likely to produce.
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How can learning information systems/learning technologies support the organization?
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By supporting knowledge acquisition, information distribution, information interpretation, and organizational memory. Organizational knowledge goes out the door when veteran employees leave. Learning technologies can help prevent this collective knowledge drain.
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How does a learning information system support the training manager?
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By providing support for program administration and the design and delivery of training.
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What are the 4 types of learning systems?
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LMS
LCMS Collaborative Learning Softwar Learning Support Systems (LSS) |
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What are examples of "collaborative learning tools?"
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Email, whiteboards, chat rooms, other online presentation tools, computer networks, bulletin board systems
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What's the difference between an LMS and an LCMS?
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LMS (Learning Management System) manages LEARNER
LCMS (Learning Content Management System) manages learning CONTENT |
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Define "learning technologies."
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Electronic technologies that deliver information and facilitate the development of skills and knowledge.
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WLP pros should focus on these things when setting themselves up as a strategic partner.
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+Provide service to support the orgs business strategy
+Improve visibility of activities to gain credibility +Measure results +Become educated in strategic planning +educating others in strategic planning |
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What factors drive how org's training programs are created and linked to business goals?
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How the org defines and measures success
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What is essential to the evaluation to do before designing and developing the program?
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Select the measures
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What is a measure?
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A standard used to assess the results of a performance solution.
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What is a business driver?
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Internal and external forces that direct an org's strategies, goals, business needs, and performance needs.
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The proper org of a research project to ensure that enough of the right type of data is available to answer the questions of interest clearly and efficiently is called a
______________________________________. |
Experimental design process
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What is a "control group?"
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Participants in an experiment who are equal in all ways to the experimental group EXCEPT for having received the experimental treatment. The control group DIDN'T get the pill.
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What is a "controlled independent variable?"
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A variable with levels set by evaluation.
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Data is either______________________or_____________________.
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RAW or SUMMARIZED
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What is a "sample?"
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A portion of the population an evaluator is interested in collecting data from.
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Why use an HPI model?
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to make sure that a thorough method is followed; that steps are not unintentionally skipped. Being familiar with several types of models gives the HPI pro some choices.
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What is the driving force behind the HPI process?
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The business analysis because it reveals the business mission, vision, and goals that the performance has to align with.
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Where in the HPI process are goals for the process developed?
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Business analysis phase.
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Why must goals be measurable?
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To track progress and evaluate/calculate/measure results.
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Why do we do a business analysis?
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To provide a better understanding of the organizational strategy and business environment.
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Why do a performance analysis?
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To discover the desired performance, the actual performance, and the gap between the two. THIS PHASE IS NOT TO SPECIFICALLY POINT OUT PROBLEMS BUT IS AN OBJECTIVE LOOK AT WHAT IS SUPPORTING OR HINDERING PERFORMANCE.
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Before starting the performance analysis, the HPI practitioner must do the performance______________________.
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CONTEXT - everything that there is to know about in what context the performance is happening and what could possible influence it. Again, this is not about finding the "wrong" but about taking an objective look at "WHAT IS."
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TRUE OR FALSE
Gap analysis is a part of performance analysis and forms the basis for the next steps in the process |
TRUE
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TRUE OR FALSE
The HPI pro has to select the best intervention for the client and explain through a coaching session why it should be the choice. |
FALSE
The HPI pro should recommend interventions with details to enable the client to select the one with the greatest business impact and that he/she (the client) is comfortable with. After all, the client's business will be affected by the choices. |
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Define the 2 types of evaluation.
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Both clarify evaluation but they are used for different reasons.
FORMATIVE (Think "forming): Seeks to improve a solution; testing to see if the solution IS working SUMMATIVE (Think of "sum"): Determines the effect the solution had on the org. |
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What do Rummler-Brache claim with their model? What's at the heart of the matter (model)?
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Their model describes performance at 3 levels: ORGANIZATION, PERFORMANCE, JOB/LEARNER
They claim that optimal performance is obtained when all 3 levels work in harmony. At the heart of their model is SYSTEMS THINKING. |
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What 3 triggers might indicate that a performance improvement might be in order?
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1.Inadequate performance
2. Intro of something new 3. Increased expectations |
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Within each level of performance (Rummler & Brache's model) what does the HPI pro need to consider?
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Goals
Design Management |
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TRUE OR FALSE
Thomas Gilbert is considered the father of human performance technology. |
TRUE
Simply put, Gilbert's work was about what 3 things outside and what 3 things inside affect performance. |
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What causes more performance issues?
ENVIRONMENT OR INDIVIDUAL |
ENVIRONMENT
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What do WLP professionals do when it comes to offering interventions?
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They try to fix individuals instead of the environment.
:( Environment causes more performance issues that the individual |
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Is it cheaper to fix the environment or the individual?
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The environment
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