The shift towards performance support is a journey—a journey that is just beginning for many organizations. For other organizations, the journey has been ongoing. They have encountered challenges and barriers and built strategies to overcome them. There is much that can be learned from an organization that has already travelled down the performance support road. 

How can you infuse a low cost, nimble, performance support solution when your organization is about to change core applications? How do you provide just-in-time learning to keep the momentum of a learning strategy going when all the systems they use are changing? It might seem insurmountable, but it can be done—usually with the tools you already have.

There’s been a lot of talk in recent years around the benefits of “flipping the classroom.” This conversation normally centers on having learners watch lectures on their own—outside the classroom—so that classroom time can be spent on interactive applications of the content. It’s a model that a number of organizations and institutions support. But is it enough? 

Despite a limited budget and a history of “check the box” training, Aristocrat Technologies organization wanted to increase just-in-time training by providing easy to consume nuggets. Management wanted tests that showed that workers knew the content at a specific point in time, but were less concerned with the worker knowing the content when needed. It wanted to find ways to address these just-in-time needs while still providing the content knowledge expectations desired by management.

While the shift to performance support can be a difficult one for learning leaders to put into practice, for many it is exactly what they’re ready to do—making specific work tasks faster, easier, and more reliable, at the time of need. This session will explore how organizations like Pfizer and Uni-Select have partnered with Axonify to evolve their learning strategy to deliver a combined knowledge and performance support solution that connects employees to what they need when they need it. Attendees will see how leading organizations have deployed a fully integrated performance support solution that includes a robust content library, ask-the-expert functionality, daily bite-sized learning, and more.

The know-it-all’s days are over. No more is the single person who has all of the answers valued in an organization. This person represents not an asset, but a risk. However, knowing that the information the expert has needs to be shared is the easy part; enabling them to share is something else.

A knowledge management (KM) system had been introduced at CISCO for internal use to drive consistency and track common HR issues. However, little thought had been devoted to training or supporting contact center agents in their transition and beyond, and no additional budget was available.

The use of video for performance support has been widely employed for many years. Millions of videos are available online (e.g., YouTube). Learning institutions are videotaping lectures and creating vast digital libraries of content. The use of video has become pervasive, and for good reason. Video-based content can be more engaging and has been proven to increase learner retention. Innovations in technology have triggered an explosion in the use of video for learning and performance support. How can learning professionals join the revolution?

Let’s support the WHOLE job. Provide what learners need even when they don’t know what they need. In discussions about training in the workplace, the focus is too often on the satisfaction of the learner or worker. It is time to turn our attention to other stakeholders—business leaders and subject matter experts. A lot of time, attention, and money are often dedicated to ensuring the worker has the ability to search for and find answers to questions or guidance they need. However, when there are changes to systems, processes, markets, customers, equipment, environment, organization, or any aspect of the business, they may not even be aware they are missing information.

There’s such a wide variety of EPSS solutions available today, ranging from job aids to just-in-time, context-sensitive support platforms. So what factors should you take into consideration when selecting the right solution for your organization, and once deployed, how can you determine the ROI on the solution you chose? Join us to answer these questions and hear from Time Warner Cable how they have measured the efficacy of performance support in their organization.

At first blush, the mobile platform seems like an ideal performance support delivery approach. First, there is an audience in need of training reinforcement as they return to the workplace after instructor-led and eLearning formal training. Secondly, nearly everyone has a mobile device in their possession—even on the job—these days, whether it is their personal device or supplied by the enterprise. The good news is that it truly is an ideal performance support opportunity. Learners need useful content on the job and at the time of need. The bad news is that there are a myriad of ways to do it wrong or ineffectively.

Front line insurance sales and customer service representatives typically have only a cursory knowledge of the back end claims systems and workflows. But today‘s business insurance customers are asking increasingly difficult questions and demanding clear competitive differentiation. How does a large, dispersed organization such as The Hartford provide claims systems and process support to non-claims personnel?

Defense Acquisition University’s (DAU) mission and vision require more than just training. Its mission requires it to provide the award-winning certification training that DAU is known for. For these professionals to be truly successful, however, its mission also requires it to serve them well beyond their last certification class with learning assets such as knowledge sharing and mission assistance. DAU’s vision is to continue to be successful in the future by improving all three domains of its new acquisition learning model, and integrating those domains to create the best possible learning environment, combining and focusing all activities on individual and organizational performance.

Employee errors are no joke! Simple mistakes can affect customer satisfaction while refunds or returns affect the bottom line. While changing human behavior to reduce common mistakes in the work process is the ideal, sometimes you simply can’t. When faced with this challenge, Deluxe Corp. looked to performance support for an answer.

Our ultimate goal is for everyone to be an expert. How can we lose? Guide it with an effective strategy. Execute it on a solid platform.

Delivering precise information in real time is vital in successful implementation of any performance support strategy or system. Due to the on-demand and just-in-time nature of performance support, pre-defined and structured content results in multiple issues including undesired performance, pushing irrelevant information, lack of interest, and more. Knowing that linear learning is not capable of fulfilling performance support needs, many organizations are unsure about choosing the right path for creating content.

If you only have to perform a task once a year will you remember what you need to do from the 30 minute online course you took last year? Learning professionals are often asked by stakeholders to create an online course, and we often realize a course is not the best solution. We need to ensure that people can find the resources they need to successfully complete a task at the time they need to do it, and we need to make stakeholders understand this need as well.

Subject matter experts have deep content knowledge, but too-often default to lecture-based methods of training delivery. This results in a poor learner experience during the session and rarely translates to an on-the-job behavior change as a result of these sessions. Even when SMEs are trained and motivated to design better learning experiences, they often reverted to lecture-based instructional techniques and one-off training interventions when they were called upon to deliver future training workshops.

With employees unable to retrieve up to 90 percent of information from initial onboarding, organizations need a way to reinforce training programs for maximum knowledge retrieval and provide support to ensure reps are fully productive, all at less cost. Moreover, learning management systems are not innate to the daily rituals of workers and as a result, there is a disconnect between training and the workforce.

The fundamental guiding principles of performance support. What are they, and how can you successfully implement them in the workflow for both IT and non-IT programs? This session will be about practical, real-world examples of how to support your workforce across all Moments of Need.