Workplace Learning: From Gilbert to AI with a Taste of Marketing

This presentation will cover the most important things that a workplace learning professional should know in order to excel in their field. The topics that will be covered include Gilbert's Behavior Engineering Model, Mager & Pipe's seven steps for determining the best performance solution, the use of marketing techniques in learning and development, and the importance of understanding AI, automation, and no-code tools.

First, we will discuss Gilbert's Behavior Engineering Model, which is a powerful tool for understanding and changing human behavior in the workplace. This model will help learning professionals to identify the specific behaviors that need to be changed and to design interventions that will effectively bring about that change.

Next, we will explore Mager & Pipe's seven steps for determining the best performance solution. This process is designed to help learning professionals to identify the specific performance problem that needs to be solved and to choose the most effective solution for that problem.

We will also discuss the importance of using marketing techniques in learning and development. By applying marketing principles, learning professionals can increase the impact and effectiveness of their programs by better understanding and reaching their target audience.

Finally, we will delve into the world of AI, automation and no-code tools. We will explore how these technologies are changing the way we work and learn, and the potential they hold to streamline processes, increase efficiency and enhance the learning experience. By understanding these technologies, learning professionals can stay ahead of the curve and take advantage of the many opportunities they offer.

This presentation will be informative and engaging, providing the audience with practical strategies and tools that they can apply in their workplace. It will be beneficial for anyone working in the field of learning and development, looking to improve their skills and stay current with the latest trends and technologies.

Transcript

1. Workplace Learning Past & Future Mike Taylor mike-taylor.org
2. Mike Taylor Nationwide
4. Past
5. That is THE question! To Train or Not to Train?
6. Is it OK to say "No" to a training request?
7. Behavior Engineering Model Thomas Gilbert Training is only one of many factors 6 Categories Training or not?
8. Behavior Engineering Model https://www.thinkingkaplearning.com/blog/behavior-engineering-model
9. Behavior Engineering Model https://www.thinkingkaplearning.com/blog/behavior-engineering-model How many of these can training be used for?
10. Six Boxes Model https://www.sixboxes.com/Six-Boxes-Approach-Overview.html
11. Behavior Engineering Model Performance Analysis Thomas Gilbert Training is only one of many factors 6 Categories Mager & Pipe 7 steps that guide you to a solution Best flow chart ever! Training or not?
12. Mager & Pipe https://www.sixboxes.com/Six-Boxes-Approach-Overview.html How to figure out why people aren't doing what they Should be & What to Do about it
13. Mager & Pipe https://www.sixboxes.com/Six-Boxes-Approach-Overview.html Best Flow Chart Ever!
14. https://hptmanualaaly.weebly.com/mager-and-pipes-model.html 7 Steps to Analyze Performance Problems
15. https://hptmanualaaly.weebly.com/mager-and-pipes-model.html Step 1 What is the performance problem? Describe performance deficiency: What should be happening? What is actually happening? Step 2 Is it worth fixing? What would happen if we did nothing? Step 3 Can we apply a fast fix? Do the employees know what is expected? Do the employees have adequate tools/equipment/resources needed? Do employees get feedback on their performance? Step 4 Are the consequences appropriate? Is desired performance punishing? Is poor performance rewarding? Are performance consequences used effectively? Step 5 Is there a skill deficiency? Is it a skill deficiency? Could employees do it in the past? Is the skill used often? Step 6 Are there other causes? Can task be made easier? Are there any other obstacles? Do the employees have the potential to change? Step 7 Which solutions are best? Are the solution feasible? What are the costs of possible solutions? Draft and implement the action plan
16. Behavior Engineering Model Performance Analysis Performance Consulting Thomas Gilbert Training is only one of many factors 6 Categories Mager & Pipe 7 steps that guide you to a solution Best flow chart ever! Jim & Dana Gaines Reframe requests for solutions Yes, and... Training or not?
17. https://amzn.to/3jbY2is Helps reframe people who “jump to solutions” before they identify the causes of the problem. profoundly practical tools, models, and checklists.
18. Present
19. 3Things Marketers Know Most of L&D Doesn't Top
20. The human mind does not run on logic any more than a horse runs on petrol. Rory Sutherland Vice Chairman at Ogilvy UK
21. What's the difference?
22. What's the difference? why do we do it differently?
23. Speak to the Lizard Brain
24. The first second with your content might matter more than all the seconds that follow... ...if there are any!
25. of 1st impressions are design-related 94%
26. Make a great 1st impression
27. Anything that doesn’t capture our attention, does not exist.
32. Grab & hold their attention! Never assume you have it!
33. Streamline your message
34. Streamline your message Make its expression fun* ..or scary or sexy or interesting-anything that will make them crazy NOT to read it
35. Streamline your message Make it visual! Make its expression fun*
36. Streamlined Emotional Visual
37. Future
38. #NoCode & Automation AI Tools Two Things I Think EVERYONE Should Pay Attention To
39. WTH is NoCode?
40. Automate
41. plumbing for the internet
45. HUGE time-saver!
46. Create
47. SpreadSimple
48. GlideApps
49. AI Content Creation
52. Write Script Generate Voice Add Visuals
53. Fasten your seatbelts!
54. Subscribe to my newsletter MIKE-TAYLOR.ORG SLIDE DECK