Prompt Title: Learning Science Tips.

Hey, Instructional Designers and Workplace Learning Professionals!

Are you looking to enhance your knowledge of designing effective learning? Here are three research-backed tips to help you do just that:

1. Use the Six Boxes model based on Thomas Gilberts Behavior Engineering to confirm that training is a relevant solution.

2. Utilize Mager and Pipe's Performance flow chart to help find appropriate solutions to close performance gaps.

3. Learn how to be an effective performance consultant.

As a speaking and workshop provider in the learning and development industry, I'm passionate about helping professionals like you stay up-to-date with proven best practices. Let's continue to grow and improve our skills together!

Sure, here are some additional details for each of the three tips:

1. Use the Six Boxes model based on Thomas Gilberts Behavior Engineering to confirm that training is a relevant solution:

The Six Boxes model is a performance analysis tool that evaluates six factors that may impact job performance. These factors include:

• The performer (their knowledge, skills, and motivation)
• The environment (the tools, resources, and support available to the performer)
• The expected performance (what is expected of the performer)
• The incentives (the rewards or consequences for performing well or poorly)
• The feedback (the information the performer receives about their performance)
• The barriers (any obstacles or challenges that may impede performance)

By analyzing these six factors, you can determine whether training is the appropriate solution to improve job performance. For instance, if an employee is not meeting expectations due to a lack of resources or support, training may not be the most effective solution. In this case, providing the necessary tools or resources may be a more effective approach.

2. Utilize Mager and Pipe's Performance flow chart to help find appropriate solutions to close performance gaps:

The Performance flow chart is a decision tree that guides you through a systematic process for identifying and addressing performance problems. It consists of a series of questions that help you determine the root cause of the performance problem and identify appropriate solutions.

The chart begins with the question: "Is there a performance problem?" If the answer is no, then no action is necessary. If the answer is yes, the chart asks a series of follow-up questions to help identify the specific cause of the problem. These questions include:

• Is the problem caused by a lack of knowledge or skills?
• Is the problem caused by a lack of motivation or incentives?
• Is the problem caused by a lack of resources or support?
• Is the problem caused by a lack of feedback or information?

By working through these questions, you can identify appropriate solutions to address the performance problem, which may or may not involve training.

3. Learn how to be an effective performance consultant:

An effective performance consultant is someone who can work with stakeholders to identify and address performance problems in a systematic and data-driven manner. To be an effective performance consultant, you need to have strong analytical and problem-solving skills, as well as the ability to communicate effectively with stakeholders.

Some key skills for effective performance consulting include:

• Conducting thorough performance analyses using tools like the Six Boxes model and the Performance flow chart
• Identifying appropriate solutions to performance problems, which may or may not involve training
• Communicating findings and recommendations to stakeholders in a clear and compelling manner
• Building strong relationships with stakeholders to ensure buy-in and support for performance improvement initiatives
• Continuously evaluating and improving performance improvement initiatives based on data and feedback.

By developing these skills, you can become a valuable resource for your organization, helping to improve job performance and drive business results.