Podcast appearances and mentions of guy wallace

To ring in the New Year, we are talking about two compelling New Year's Eve crimes. First Lauren talks about the disappearance and possible murder of Ben Smart and Olivia Hope. This case is considered solved and closed, but many believe that investigators got the wrong guy. Next, Kenzie shares the story of the Egan murders in Jefferson County, New York. This case isn't solved and closed, but many believe they know who is responsible for the brutal triple murder. We hope you had a safe and joyous New Year, and that you enjoy our first episode of 2024!--Follow us on Social Media and find out how to support A Scary State by clicking on our Link Tree: https://instabio.cc/4050223uxWQAl--Have a scary tale or listener story of your own? Send us an email to ascarystatepodcast@gmail.com! We can't wait to read it!--Thinking of starting a podcast? Thinking about using Buzzsprout for that? Well use our link to let Buzzsprout know we sent you and get a $20 Amazon gift card if you sign up for a paid plan!https://www.buzzsprout.com/?referrer_id=1722892--Works cited!https://docs.google.com/document/d/1yta4QOa3v1nS3V-vOcYPNx3xSgv_GckdFcZj6FBt8zg/edit?usp=sharing --Intro and outro music thanks to Kevin MacLeod. You can visit his site here: http://incompetech.com/. Which is where we found our music!

Do we need to concede that we'll never be able to accurately measure the impact of our soft skills development solutions? If so, that's an enormous amount of spending without knowing if we're making enough of a difference. In this episode, we discuss how it is possible to plan, design and deliver for real impact and how this is already working. KEY TAKEAWAYS Tell people upfront how what they learn applies to their job.  Use proprietary internal knowhow to plug content gaps.  Have people practice what they learn. Improve 1st line management training. Understand outputs and how they are measured. If processes are not being followed by top performers, the processes are wrong. L&D needs to develop too, to set an example. BEST MOMENTS'We do too much one size fits all.' 'They can learn from each other's best practice.' VALUABLE RESOURCESThe Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home  Guy Wallace BioGuy W. Wallace is a retired Performance Analyst and Instructional Architect and had been designing and developing performance-based Instruction - Performance Guides & Learning Experiences - for Enterprise Learning functions and their business-critical target audiences since 1979.  Guy started as a Training Developer at Wickes Lumber in 1979 and then became a Training Project Supervisor at Motorola in 1981. Since 1982, he specialized in Curriculum Architecture Design via a Facilitated Group Process. In 1984, he co-authored two articles on these approaches: a Training Magazine article on Curriculum Architecture Design via a Group Process - and another on Creating Models and Matrices using a Group Process - for NSPI's Performance & Instruction Journal. Guy completed his 76th performance-based Curriculum Architecture Design consulting project - since 1982 - in 2019.  Guy, an ISD consultant since 1982 and a partner/owner at three consulting firms, personally served over 80 clients, primarily in Fortune 500 firms in the USA and firms in Canada, Germany, and The Netherlands.   See his websites for lists of clients, descriptions of 250+ projects, publications, presentations, and over 600 free ISD and Performance Improvement PDFs, plus links to free audio & video resources: Guy Wallace LinkedIn: https://www.linkedin.com/in/guywwallace HPT Treasures https://hpttreasures.files.wordpress.com/2018/12/Harless-PIJ-1983-Interview.pdfhttps://hpttreasures.files.wordpress.com/2018/12/Harless-1985-Performance_Improvement.pdfCarl Binder: https://www.sixboxes.com/The-Team.htmlDawn Snyder: https://www.dawnsnyderassoc.comSteve Villachica: https://www.linkedin.com/in/steve-villachica-96a0a69  ABOUT THE HOSTDavid James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning  LinkedIn: https://www.linkedin.com/in/davidjameslinkedin  L&D Collective: https://360learning.com/the-l-and-d-collective  Blog: https://360learning.com/blog  L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home  This show was brought to you by Progressive Media

In this episode, we offer up three independent segments. Matt Richter is joined first by Nidhi Sachdeva. Nidhi is both an evidence-based learning designer and a researcher. She just completed her PhD in the spring, and the two talk about the differences between learning and performance. Then, Guy Wallace is in the house. Guy needs no introduction, having been a performance analyst and instructional architect for a few decades now. We talk about his latest book, The L&D Pivot Point, published by LDA Press. Finally, in our third segment, the inimitable Thiagi joins Matt for a new series we will intermittently run called “A Person of Interest.” Thiagi shares his biography… his story with us.You can find Nidhi most easily on LinkedIn here: https://www.linkedin.com/in/nidhi-sachdeva-toronto/, or her blog with Jim Hewitt here: https://scienceoflearning.substack.com Guy can be found here: https://eppic.biz/guy-w-wallace-2/ And, Thiagi here: https://thiagi.com. Nidhi references the work of Paul Kirscher, John Sweller, and Richard Mayer and their article, Why Minimal Guidance During Instruction Does Not Work: An Analysis of the Failure of Constructivist, Discovery, Problem-Based, Experiential, and Inquiry-Based Teaching. You can find it here: https://www.tandfonline.com/doi/epdf/10.1207/s15326985ep4102_1?needAccess=true Matt & Nidhi refer to the cognitive architecture and instructional design when discussing complex skills. He references the Sweller, van Merrienboer, and Paas article from 1998: Cognitive Architecture and Instructional Design found here: https://link.springer.com/article/10.1023/A:1022193728205 They also deviate and start talking about SDT (Self-Determination Theory), and you can learn more about that here: https://selfdeterminationtheory.orgAnd, Matt wrote an article about SDT in the context of learning found here: https://ldaccelerator.com/lda-blog-1/open-the-motivational-door-and-let-the-learners-in-and-keep-them The 85% Rule for Optimal Learning can be found here: https://www.nature.com/articles/s41467-019-12552-4 Scott Rigby and Richard Ryan, Glued to Games: How Video Games Draw Us In and Hold Us Spellbound. https://psycnet.apa.org/record/2012-01778-000  Guy's book, The L&D Pivot point can be purchased here: https://ldaccelerator.com/the-ld-pivot-point Thiagi studied with Albert Elsen. Here's more info about him: https://honorsandawards.iu.edu/awards/honoree/1453.html BEST AND WORST REFERENCES:Daniel Willingham Tik Tok on the fallacy of rereading for studying. Ok… there are a ton of Tim Tok videos by Dan. We aren't sure exactly which one she referred to, but after going through several to find it, we recommend the whole darn Willingham channel. It's great. https://www.tiktok.com/@daniel_willingham 

Welcome to series 2 of L&D's Pivot to Performance and the first of 5 conversations.  As with series 1, Guy Wallace and David James are speaking with esteemed guests about their own pivot from ‘Learning-focused' practice towards a ‘performance orientation' that more predictably and reliably, let alone efficiently and successfully, achieves demonstrable results for both employees and organisations. In this episode, Mirjam Neelen talks about her pivot to performance, her approach to analysis, design, and stakeholder management.  KEY TAKEAWAYS Get stakeholders involved from day 1. Asking gently probing questions is a diplomatic way to get stakeholders to properly identify the business problem and sign off on training that works instead of simply ticking a box. Periodically ask – “what´s the deliverable?” as a way of ensuring that the focus remains in the right place i.e., solving the problem. It is easy to get side-tracked. Asking questions that prompt the stakeholders to think more deeply about the work and how it is carried out helps them to realise what is needed. It can be difficult to get objective data from stakeholders, but you must persist in asking for it. Using task analysis reminds or informs the stakeholder about how the work gets done so they can 100% understand what type of training is needed. Asking stakeholders to create examples for the training really focuses them on what needs to be taught and how. BEST MOMENTS 'I pick with my team, one or two projects each quarter so that we're actually solving real business problems. Then, from that, we extract things like case studies, but also frameworks, models, and more. ' 'You have, which I don't think could be understated, diplomacy.' ' I really try to focus on what they are trying to always achieve and keep that front and centre. ' 'In the end, it just really helped to move from what I call a training focus to a capability building focus. ' ABOUT MIRJAM NEELAN Mirjam Neelen is the Head of Global Learning Design and Learning Sciences in Novartis. She is part of a team that redefines how Novartis Associates build competence. With 15 years of industry experience, she has worked in a wide variety of learning design roles in organisations such as Accenture, Google, and Houghton Mifflin Harcourt. VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523  L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ See omnystudio.com/listener for privacy information.

This episode features Guy Wallace, who sat down with Bob to discuss his experience with putting performance first. Listen as they chat about everything from stakeholder management and technology, to measurement, common objections, and how to get started with embedding your organization's learning in the flow of work.  For more 5 Moments of Need resources visit our website, join the conversation, download our ebook, and subscribe to this podcast so as not to miss a single episode. Copyright © 2022 by APPLY Synergies, LLC | All Rights Reserved. 

What is "instructional design" and how does one put together effective learning programs? In today's podcast, Guy Wallace boils over 40 years of experience down into a 15 minute conversation about how effective learning can be designed.

  This episode will be highly relatable to anyone who works in L&D within organizations, but is of more general interest too. Now semi-retired, Performance Analyst and Instructional Architect Guy W. Wallace proves more than happy to spill the beans about the wiliness that is often need to keep programmes on track amidst the sturm und drang of corporate politics and misapprehensions about learning in the C-suite.   Guy has been designing Enterprise Learning since 1979, has been a partner/owner at 3 consulting firms, and has served more than 80 consulting clients, primarily in the Fortune 500. In 2010 he received the Honorary Life Member Award from the International Society for Performance Improvement.   0:00 - Intro 2:41 - Guy's career/academic history 17:34 - First Exposure to Human Performance Technology (HPT) 27:06 - Influences in Evidence-Based Performance Improvement 34:56 - Current focuses for learning 38:00 - Is anything in progress? 39:56 - Misused Performance Improvement Terms 50:02 - Parting words of wisdom Follow Guy: LinkedIn: https://www.linkedin.com/in/guywwallace Twitter: @guywwallace Website: http://www.eppic.biz/ Contact John Helmer: Email: john@learninghackpodcast.com Twitter: @johnhelmer LinkedIn: https://www.linkedin.com/in/johnhelmer/ Website: https://johnhelmerconsulting.com/ Download the white paper from Learning Pool written by John Helmer – The Spacing Effect: Harnessing the Power of Spaced Practice for Learning That Sticks https://learningpool.com/spacing-effect-harnessing-power-of-spaced-practice/

This is the last in the L&D's Pivot to Performance series, recorded on December 15, 2021. OPWL's Dawn Snyder and Steve Villachica join David James, Guy Wallace, Anne-Marie Burbidge, and Sebastian Tindall. In addition to responding to the questions of previous webinar participants, the panel takes on new questions about their approaches and examples of their work.   KEY TAKEAWAYS Single-page businesses model canvases quickly demonstrate the impact of the problem on the business as a whole. You do not need permission to pivot to performance. Don´t tell them it is different, just present it, get buy-in and do it. Start small. Rework something low-risk. Maybe something you are already doing. Prove your change works. Don´t over-promise. This change is going to be an evolution, it won´t be perfect the first time. Get into the numbers. Ask, what works? How do you know it works? Focus your networking efforts on line managers. Capture the value of what you are already doing. Don´t try to educate people about L&D. Stay focused on the solution they are seeking. Saying - this change will be good, but maybe you are not going to like it creates unnecessary barriers. Don´t fall into the trap of helping the person who shouts loudest. Every project needs stakeholders that have the juice to make sure what you produce is implemented. Regularly update your client with what you uncover as the discovery stage progresses. BEST MOMENTS 'The neat thing about a canvas is that it is a one-page presentation of something complex. ' 'It is definitely evolution not revolution, start small.' 'They don´t want perfect, they just want something that makes things better.' 'One person´s bureaucracy is another person´s rigour. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523    ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ See omnystudio.com/listener for privacy information.

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.  For the fifth episode, Guy Wallace and I speak with Filip Lam, Head of L&D at Klarna about how his performance-oriented approach, coupled with smart technology, means he can move quickly and demonstrably add value whilst almost eliminating administration with automation. KEY TAKEAWAYS Don´t be afraid of automation. The fact it works so well elevates appreciation and demand for the L&D team. Using Filip´s approach a two-person team can facilitate training for hundreds of employees. The right LMS is essential for automation. In the podcast, Filip explains how to choose the right LMS for your organisation. Let your users create the training, pick the best, then tweak and use that. Making other people better should be a part of every single person´s job. That mindset results in users for whom creating training becomes second nature. If the training does not accurately reflect the way something is done in reality, it will not be effective. You cannot shortcut the research stage of L&D, but by bringing all of the stakeholders involved in a process together you can do things much faster. There is no need to wait for buy-in or the culture to change to be able to pivot for performance. You can just do it. Be laser-focused on what makes a difference.  If you don´t understand the performance problem and gap you cannot have a positive impact. Don´t be afraid to challenge and organisation on what they think should be done. Standadising elements of your approach enable you to replicate your success and do so at scale.   BEST MOMENTS 'In 13 months, we went from having 50 trainees on our platform to 1,950. And that is with two people in the team.' 'don't be frightened of automation, it's eliminating your admin and elevating what your humans are there to do.' 'You train the way that you want to perform.' 'You need to change your process to fit humans, not the other way around.'   VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523    EPISODE RESOURCES Looop LMS - https://www.looop.co https://www.amazon.co.uk/Driving-Performance-through-Learning-employees/dp/0749497432   ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ See omnystudio.com/listener for privacy information.

Have you ever wondered why training solutions often don't actually solve business problems? Or maybe you just inherently know that the REAL issue is something other than a training issue. How can you be sure? And if you're right, how do you effectively communicate that to management?Performance Improvement Consulting, or PIC, is an outstanding answer to that question.Guy Wallace is a long time Performance Analyst and Instructional Architect.  He's joining IDIODC to share his knowledge of PIC and how you can level up your career from ID to Performance Analyst Consultant.Discovering root causes to performance problems is critical in your success.  Even if you're "just the instructional designer", you'll want to know if the work you're doing is going to have any impact on the business.  And if the business problem is not a problem that your training solution will solve, then you will fail.Become virtual friends with the IDIODC gang on Twitter. Remember you can always stay in the loop by searching through the #IDIODC tag:Brent: @BSchlenkerChris: @Chris_V_WIDIODC: @TeamIDIODC Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.    For the fourth episode, Guy Wallace and I speak with Dawn Snyder. Dawn consults on learning and performance strategies, curriculum architecture, performance assessment, evaluation, and change management and has a proven track record of bringing practical, cutting-edge solutions to organisations that want to take performance to the next level. She helps these organisations achieve results using an interdisciplinary approach and is the go-to consultant for initiatives that impact global learning and performance and talent development.   KEY TAKEAWAYS Approach all of your work through a performance mindset. Create research strategies that focus on the problem and the results, you need to achieve e.g. gap analysis and cause analysis. Structured interviews, followed by validation of what is gleaned from them is essential. Look at all of the data that relates to the problem at hand/the objective. Dawn explains how to do this without being overwhelmed. Behavioural and performance issues, e.g lateness, should be addressed immediately, that means during induction and training.  Training a new hire to handle everything, including rarely performed tasks is a mistake. Focus on the core tasks. Training has to be an opportunity for people to practise what they will actually be doing. Not just theory-based. Most training is too heavy on the content and way too light on practice time. Training criteria are not dictated by trainers. It is dictated by what has to happen on the job. L&D done right, often results in systems and work environment changes. Starting small, with stakeholders who are willing to do things differently, creates small wins that snowball. BEST MOMENTS 'I was very interested in the fact that educational systems can empower and enable people or they can disenfranchise people. ' 'Look at any data that informs that performance.' 'if you take people and train them to do X, but you actually reward them for something different, you can pretty much kiss that training effort goodbye' 'We reverse engineered all the practices and all the content to be geared towards preparing them to do those things that they had to do on the job.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523  EPISODE RESOURCES You can follow and contact Dawn via: LinkedIn: https://www.linkedin.com/in/dawn-snyder/ Website: https://www.dawnsnyderassoc.com/ Books Dawn Mentions:  https://www.amazon.co.uk/Fundamentals-Performance-Improvement-Optimizing-Organizations-ebook/dp/B007RT1Q50 https://www.amazon.co.uk/Serious-Performance-Consulting-According-Rummler/dp/1890289167 https://www.amazon.co.uk/Human-Performance-Improvement-Building-Practitioner-ebook/dp/B079H317YH https://www.amazon.co.uk/Performance-Consultants-Fieldbook-Techniques-Organizations-ebook/dp/B008O5JZPY https://www.amazon.co.uk/ounce-analysis-worth-pound-objectives/dp/B00070OSJM International Society for Performance Improvement - https://ispi.org/ The Association for Talent Development - https://www.td.org/ The Learning Development Accelerator Organisation - https://ldaccelerator.com/ The Hale Center - https://halecenter.org/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/     See omnystudio.com/listener for privacy information.

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.  For the third episode, Guy Wallace and I speak with Anne-Marie Burbidge, Head of Learning & Development at Utility Warehouse (a UK-based multiservice utility provider) who draws on 15 years experience of running L&D teams. Anne-Marie is keenly interested in Agile principles and understanding how data can help us, using a range of tools and approaches to understand what's really going on in order to grow capability and confidence effectively. KEY TAKEAWAYS Often, training is only a part of the solution. It will not work if issues with the underlying processes are not addressed. Ask what good looks like. How will the improvement be measured? The more clearly this is defined the more targeted and effective the training will be. If you don´t think training is the answer, don´t be afraid to say so. Position yourself as a partner, as an enabler, within the organization. Don´t wait for the perfect situation before pivoting. Start small. Those little wins add up, build trust and ultimately lead to big changes. Find the keen bean in the organization, they will be a great early adopter. Build your internal network. Talk to users, people at all levels, and from all areas of the business. The more you do the more your understanding grows. Approach all of your conversations wearing opportunity goggles. Always be on the lookout for ways to improve things for the business. Don´t wait to be asked. Look at things holistically. When you find a solution to a problem, ask where else in the organization that problem exists, so the solution can be used there too. This is an important aspect of product management. Short videos are a great way to share those little bits of knowledge that smooth things out. When you do not fully understand the problem there are always unintended consequences. Identify what is being produced and measure that. Ask how can you tell good from bad results? BEST MOMENTS 'People can only perform to a level that the environment around them allows.' 'Understanding what the real problem is, leads you a fair way towards the solution.' 'When someone comes to you and says I need training, don´t hear training, hear help.' 'Pilot, test, experiment, and scale-up.' 'Good L and D is quite stealthlike in many respects, but you are also well networked.'   VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523    David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/ L&D Collective: https://360learning.com/the-l-and-d-collective/ See omnystudio.com/listener for privacy information.

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.  For the second episode, Guy Wallace and I speak with Sebastian Tindall, Head of Learning & Development at Vitality. Sebastian has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&D functions in South Africa, India, and the USA have catalysed his passion for creating a diverse range of innovative high-impact learning solutions. KEY TAKEAWAYS You need more than training in your arsenal to solve an organization's problems. A resource that improves performance could be anything, for example, a tool or a system tweak. Ask what people need to do to get it right every single time. This approach identifies impossible or inefficient processes. Training should not be the go-to. Processes should be so simple and intuitive that training is not necessary. People should not be over-trained and boxed in. The aim is to make them intuitive, flexible, and agile. The initial conversation should always be about the business performance issue. Ask managers to explain exactly why they want the training. Sebastian´s team typically turns a project around in 7 days. Taking a lego block approach enables any team member to pick up and work on any stage of any project, which greatly reduces delays. Analyze how people use your systems to make sure they can find information fast. Sharing good results provides you with instant permission to change and improve things even more. Managers need to see the training and to have more access to L&D while their teams are being retrained, so they do not get blind-sided. BEST MOMENTS 'I don´t have a training bias, I have a performance bias.' 'Typical turnaround for a project for us is 7 working days. We are built for speed. ' 'Our definition of performance is the ability to complete a task correctly, every time. ' 'Flip it and ask what will support them in their role'.'   VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523  ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/ See omnystudio.com/listener for privacy information.

This is the first in the ‘L&D's Pivot To Performance' series, in which David James and Guy Wallace speak with Dr. Kenneth Yates about Cognitive Task Analysis (CTA).    The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.    KEY TAKEAWAYS L&D needs to pivot from being learning-focused to being performance-focused. In the modern workplace, most tasks involve decision-making. How those decisions are to be made is hard to capture and turn into meaningful training. Experts omit up to 70% of the critical information when describing what they do. Using the CTA approach to conduct interviews with 3 or 4 experts fills in much of the missing information. Knowledge, motivational, cultural, and organisational factors all influence human performance in the workplace. Identifying the actual problem you are trying to address is essential. Yet, frequently this step is rushed. Asking if a problem was solved what would be achieved focuses everyone´s attention and motivates them. Dr. Yates uses gap analysis to diagnose problems. He explains why and how in the podcast. The gap analysis framework can be used for problem centred issues and to improve processes. Culture influences our performance and how we learn. As well as the language that needs to be used. The Human Performance Framework can be done surprisingly quickly when people buy into the process. Conducting CTA is time-consuming, but because it is highly effective you get good ROI. BEST MOMENTS 'Experts actually omit up to 70% of the critical information the novice needs.' 'When we find a procedural gap in human performance we need to conduct CTA.' 'Ask – if this problem were solved, what goal would be achieved.' 'Motivation accounts for up to 40 and 50% variance when it comes to learning achievement.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523  SUPPORTING RESOURCES Clark, R. E., Pugh, C. M., Yates, K.A., Inaba, K., Green, D., & Sullivan, M. (2012) The use of cognitive task analysis to improve instructional descriptions of procedures.  Journal for Surgical Research. https://hpttreasures.files.wordpress.com/2020/07/journal-for-surgical-research-clark-sullivanedit.pdf   Clark, R.E., Feldon, D., & Yates, K. (2011, April) Using Cognitive Task Analysis to capture expert knowledge and skills for research and instructional design. Workshop presented at the American Educational Research Association, New Orleans, LA. https://hpttreasures.files.wordpress.com/2018/11/aera_cta_workshop_2011_04_11.pdf   Yates, K. A., Sullivan, M., and Clark, R. E. (2011).  Integrated studies in the use of Cognitive Task Analysis to capture surgical expertise for Central Venous Catheter Placement and Open Cricothyrotomy. American Journal of Surgery. 203(1). 76-80. https://hpttreasures.files.wordpress.com/2020/07/yates_sullivan_clark_2011_integrated-studies-on-the-use-of-cta.pdf   Sullivan, M. E., Yates, K. A., Baker, C. J., & Clark, R. E. (2010). Cognitive task analysis and its role in teaching technical skills. In Tsueda, S., Scott, D. and Jones. D. (Eds.). Textbook of Simulation, Skills and Team Training. Woodbury, CT: Cine-Med. https://hpttreasures.files.wordpress.com/2020/07/chapter-in-textbook-of-simulation-cognitive-task-analysis-and-its-role-in-teaching-technical-skills-sullivan-yates-baker-clark.pdf   ABOUT THE GUEST Dr. Kenneth Yates Bio   Ken is a Professor of Clinical Education in the Rossier School of Education at the University of Southern California. He is also Co-Director of the Center for Human Applied Reasoning and IOT, a joint center of the Rossier School of Education and the Viterbi School of Engineering to combine cutting-edge cognitive science and education research with the emerging Internet of Things technologies to revolutionise personalised learning.   His research focuses on the use of Cognitive Task Analysis methods to capture the underlying knowledge and skills that experts use to solve complex problems and the design of instruction to effectively teach this expertise to others. He is also interested in how information communication technologies can be used to deliver instruction more efficiently to a wider audience.   ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at Looop by 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/ See omnystudio.com/listener for privacy information.

In Episode 119, I picked three leadership stories and one about advice from stewards who have served in the U.S. armed forces. 01:07 Part 1: Guy W. Wallace (Navy) Your Mission and the Fantail Watch The fantail is the ship's stern, and the fantail watch is to search for a possible “man overboard.” Guy relates a story that takes place at the fantail. 17:12 Part 2: LeRoy Dennison (Coast Guard) Valuing Connections and Relationships at All Levels In this story, LeRoy describes a phone call he received early in the morning and a revelation that he learned about a superior officer. 25:09 Part 3: Kim Campbell (Air Force) on Connecting and being Human At a formal change of command ceremony, Kim takes command of a squadron. Something unique happens, which triggers a theme in how Kim leads. 31:18 Part 4: Kevin McNulty (Army) on Taking Care of Your People During his teenage years, Kevin reflects upon something he learned from being in the Young Marines program. Kevin advises us about one key component of leadership. _________________________________ How You Can Support the Show Unlabeled Leadership is a free service for people to learn about leadership. If you want to support the show, you can make a $0.99 donation. Your support reduces production expenses. https://anchor.fm/unlabeled-leadership/support No transcript available (future enhancement) Episode links Guest LinkedIn Profiles, Guy W. Wallace, Leroy Dennison, Kim Campbell, Kevin McNulty Episodes 013: Guy Wallace and Clarity of Purpose 037: LeRoy Dennison Illustrates How We Can Value Others 095: Kim Campbell Gets to the Heart of Leadership 019: Kevin McNulty Listens to Culture Gary DePaul's website Gary's books: What the Heck Is Leadership and Why Should I Care? Nine Practices of 21st Century Leadership Background Music You can find all the musical tracks at Envato Elements. 00:00 Theme music: Uplift Corporate Inspire by OlexandrIgnatov 00:47 Winter by plaincask 16:55 Cute by alexbird 24:50 The Fantasy Beyond by _Blacksmith_ 31:00 Acoustic Guitar Soft by Awesome_Music 32:40 Fun and Flirtyby BrownHouseMedia Lead on! --- Send in a voice message: https://anchor.fm/unlabeled-leadership/message Support this podcast: https://anchor.fm/unlabeled-leadership/support

I invite guests to share personal stories about acts of leadership that help shape their lives. In Episode 13, Guy Wallace encourages us to think about our mission, establishes some firm boundaries to instill inclusiveness, and prefaces what we communicate with declarations. 00:00 Prologue: Preserving Legacies through Video Stewardship While Guy has consulted with several clients about performance improvement, most of his consulting has been performance-based instruction. More substantial, Guy has contributed towards curating knowledge about instructional systems design, performance-based instructional analysis, and curriculum architecture design. He has published 135 videos of performance improvement practitioners, researchers, and professors. You can access the recording on the HPT Treasures website (Human Performance Technology). 00:00 Part 1: The Revelation at the Fantail Watch The mission, purpose, or your why (if you prefer) influences how we behave. Guy relates a story that occurred during his service in the Navy. 00:00 Part 2: Inclusiveness Boundaries For inclusiveness to flourish, we need clear boundaries. Crossing the boundaries can invite toxic behaviors, which could trigger disruption within a team, group, or organization. Before diversity, equity, and inclusion (DE&I) became popular, Guy overtly promoted these concepts. 00:00 Part 3: Clarify with Declarations We all could improve how we communicate. As we mature how we build relationships, learning communication techniques help. Guy shares such a technique called declarations. _________________________________ How You Can Support the Show Unlabeled Leadership is a free service for people to learn about leadership. If you want to support the show, you can make a $0.99 donation. Your support reduces production expenses. https://anchor.fm/unlabeled-leadership/support No transcript available (future enhancement) Episode links Guy's website Guy's 2019 bio and abbreviated version Guy's LinkedIn Profile Guy's Twitter Guy's latest book (2020), Conducting performance-based Instructional Analysis About Dr. Geary A. Rummler The HPT Treasures website About the USS Okinawa(LPH-3) Gary DePaul's website Gary's books: What the Heck Is Leadership and Why Should I Care? Nine Practices of 21st Century Leadership Background Music You can find all the musical tracks at Envato Elements. 00:00 Theme music: Inspiring Uplifting Corporate by mixer_drummer 00:00 Happy Upbeat Acoustic with Whistle by pinkzebra 00:00 Cool Orchestral Hip Hop by pinkzebra 00:00 A Cool Jazz by EightBallAudio 00:00 Fun and Flirtyby BrownHouseMedia Lead on! --- Send in a voice message: https://anchor.fm/unlabeled-leadership/message Support this podcast: https://anchor.fm/unlabeled-leadership/support

Two friends are on a New Year's trip in the Marlborough Sound of southern New Zealand. They take a water taxi operated by Guy Wallace back to their chartered yacht, boarding with three other passengers, and take a rain check on another part of the island with a "mysterious man". They are never to be seen again. Their bodies have never been found; an alleged innocent man is now in prison serving time for their murders. Who killed Ben Smart and Olivia Hope? *** Pictures and sources can be found here. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Guy Wallace is our guest this week. He's an experienced L&D professional sharing his successful process in "Conducting performance-based Instructional Analysis".  His latest book presents a "how to" approach to his ISD efforts using methods first learned in 1979 and has been using in consulting gigs since 1982. His approach is "framed" as: MCD - Modular Curriculum Development/Acquisition. He uses it for detailed project planning - and mostly "fixed-fee" pricing. It was first published in the late 1980s in his firm's quarterly newsletter.We're really excited to have him sharing his knowledge and framework with the IDIODC community. 

Bob Mosher and Guy Wallace, president of EPPIC Inc., talk workflow learning, why it's a must, and how to get our industry really onboard.  For more 5 Moments of Need resources visit our website, join the conversation, and subscribe to this podcast so as not to miss a single episode. For a deeper dive with actionable outcomes, join us at The 5 Moments of Need Summit.

This episode is part of the Learning Uncut Disruption series.  This pop-up daily series aims to equip learning professionals with practical guidance and tips to get started or scale up with practices needed as part of their organisational response to the global COVID-19 pandemic. Guy Wallace is a performance analyst and instructional designer.  He draws on several decades of field experience to provide guidance on developing effective performance support (aka ‘job aids’).  The conversation starts with analysing performance requriements through to designing good quality job aids and making them readily accessible. Host:  Michelle Ockers Guest: Guy Wallace Resources: Barry Boothe’s: Job Aid Job Aid (whimsical) https://bit.ly/2R7B231 Free PDF: Donald Bullock’s Performance Based Job Aids and Training (1983) https://bit.ly/39K3Y80 T&D: Guidance Via Directory, Ensampler or Query https://bit.ly/2JBzFpm Book: Job Aids and Performance Support by Rossett and Schafer https://amzn.to/343tXpF Job Aids 101 – webinar recording and resources from Russ Powell whose work on ‘Damn Good Job Aids’ is mentioned by Guy.  https://bit.ly/39FHQLE Dave Ferguson’s ‘ensampler’ - Examples, instances, and models for improving results at work.  Includes examples of job aids http://www.ensampler.com/ More Episodes & Info: More episodes: https://learninguncut.libsyn.com About the Learning Uncut podcast: https://michelleockers.com/learninguncut/

In this fascinating episode packed with thought-provoking content David is in conversation with Guy Wallace, Performance Analyst and Instructional  Architect for Enterprise, Training and Development. With more than 40 years in the field of Learning & Development, Guy Wallace knows that focusing on performance and taking the time to analyse the performance context is essential for making meaningful change. The problem is, he's been banging this drum for decades and the profession is still yet to fully switch on to this. In this episode, David and Guy explore the current state of L&D, what it's going to take for the profession to refocus and Guy's rich experience.   KEY TAKEAWAYS Our clients come to us because they think that the training will solve their problems. They really want to improve the performance impact and they see training and learning as a means to that end. A lot of content is focused on topics. We don't teach reflecting the performance orientation We don't look at the current performance state or the variables and the barriers. In Learning and Development, we give the hard work to the learner expecting them to be able to transfer the learning into their context. When you have reviewed and created a gap analysis if you can't resolve the gaps you need to teach the novice performers what the master performers already know. In a facilitated group process 8-12 subject matter experts along with supervisors, management work together to produce a performance output model and then review what's missing, what are the barriers. You need to account for what people already know and then provide self-paced content training. Teams that aren't afraid to ask the difficult questions are those that make the most difference. The more that is explored in discovery and analysis, the higher the chance of doing things that will make an impact. With technology Learning and Development can centralise job/performance aids making them easily accessible and evergreen. The question is do we understand the performance context? do we understand things as a system flow? Learning and development professionals initially learn in the classroom, learning from delivery onwards so it takes time for them to be able to have conversations around performance. A pivot is required from learning focus to performance focus   BEST MOMENTS ‘Learning and Development  will either disrupt or be disrupted' ‘The research shows that all of us operate on non-conscious knowledge – we don't even know what we know' ‘We are opportunity-rich and legacy poor'   VALUABLE RESOURCES The Learning & Development Podcast    ABOUT THE GUEST Guy Wallace Bio Guy Wallace is a Performance Analyst and Instructional Architect and has been designing and developing Instruction/ Training/ Learning and Performance Support content for Enterprise Learning and business-critical target audiences since 1979. In 2010 he was the recipient of ISPI's Highest Award, approved by two successive Boards of Directors, Honorary Life Member, for his contributions to the technology of Performance Improvement, and for his contributions to the Society. You can follow and connect with Guy via: Twitter: https://twitter.com/guywwallace LinkedIn: https://www.linkedin.com/in/guywwallace/ Website: https://eppic.biz/   ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.   CONTACT METHOD Twitter:  https://twitter.com/davidinlearning?lang=en LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/   See omnystudio.com/listener for privacy information.

In our second episode, Matt interviews Guy Wallace, long-time performance consultant about work process analysis and process improvement. Guy walks Matt through a detailed explanation of his Curriculum Architecture Design (CAD) system.

The Ford Theatre. January 4, 1948. NBC net. "The Adventures Of A Bad Boy". Sponsored by: Ford. A fine murder mystery, deduced and solved by Ellery Queen. A good radio production; Ellery picks the killer like a rabbit out of a magician's hat...almost literally! Guy Wallace, Kenneth Banghart (announcer), Charlotte Keane, Brad Barker, Jane Houston, Walter Vaughn, Harold Dryanforth, Avril Harris, Frederic Dannay (writer, as "Ellery Queen"), Manfred B. Lee (writer, as "Ellery Queen"), Santos Ortega, Ted de Corsia, Sarah Fussell, Hugh Marlowe, Anne Seymour, John Gibson.

The FORD THEATER, sponsored by the Ford Motor Company, presented hour long dramas first on NBC for one only season. The series moved to CBS for its second and last season. There were 39 NBC and 39 CBS hour- long shows (not verified). The show initially received an unfavorable review from the New York Times for poor script adaptation but was still highly rated for the actors' performance and overall production. The show was supposed to feature only original scripts but had to forgo that plan due to lack of quality material. The first season on NBC used radio actors under the direction of George Zachary. Martin Gabel announced the first show but was soon replaced by Kenneth Banghart. The second season, on CBS, used Hollywood screen actors in the lead roles, supported by radio actors. Fletcher Markle, who previously produced CBS's STUDIO ONE series, was the producer for the second season. Although a short series, it still has some of radio's best dramas. THIS EPISODE: January 4, 1948. NBC network. "The Adventures Of A Bad Boy". Sponsored by: Ford. A fine murder mystery, deduced and solved by Ellery Queen. A good radio production; Ellery picks the killer like a rabbit out of a magician's hat...almost literally! Guy Wallace, Kenneth Banghart (announcer), Charlotte Keane, Brad Barker, Jane Houston, Walter Vaughn, Harold Dryanforth, Avril Harris, Frederic Dannay (writer, as "Ellery Queen"), Manfred B. Lee (writer, as "Ellery Queen"), Santos Ortega, Ted de Corsia, Sarah Fussell, Hugh Marlowe, Anne Seymour, John Gibson. 1 hour.

Starting as a replacement show for Gangbusters and Counterspy, the series premiered December 11, 1957 and it ran until June 13, 1958. Quoting from Astounding Magazine, "Exploring Tomorrow is the first science fiction radio show of science-fictioneers, by science- fictioneers, and for science-fictioneers" The shows were narrated by the editor of Astounding Magazine, John W. Campbell, Jr., with scripts written by Gordon Dickson, Robert Silverberg and many other notable science fiction writers. THIS EPISODE:The Convict - Poul Anderson (author), John Campbell Jr. (host), Guy Wallace (announcer). 20 minutes.

EXPLORING TOMORROWStarting as a replacement show for Gangbusters and Counterspy, the series premiered December 11, 1957 and it ran until June 13, 1958. Quoting from Astounding Magazine, "Exploring Tomorrow is the first science fiction radio show of science-fictioneers, by science- fictioneers, and for science-fictioneers" The shows were narrated by the editor of Astounding Magazine, John W. Campbell, Jr., with scripts written by Gordon Dickson, Robert Silverberg and many other notable science fiction writers. THIS EPISODEHow Big Is A Man - Poul Anderson (author), John Campbell Jr. (host), Guy Wallace (announcer). 20 minutes.