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My parents came out for the weekend, which means (among other things) free babysitting. That, in turn, means movies! My wife and I saw two movies in a row tonight: GreenReview: Green Lantern / Super 8 Double Feature!

In 1941 and 1942, Superman showed up in some great Max Fleisher cartoons. I just picked up a Volume 1 DVD at the Dollar Store and it was a bargain. TheseReview: Superman: Max Fleisher cartoon shorts

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Before jumping into the new stuff, just a quick note on the second episodes of shows that started last week... Heroes - an improvement. I both enjoyed and was annoyed byPremiere weeks 2009, part 2 - SGU and Clone Wars

Back in January I wrote a bit about Randy Pausch's "Last Lecture": Everything about this recording is interesting to me: From a technology standpoint, what he has achieved and set in motion FromRandy Pausch passes on

In the 7 day challenge, today's topic is: Answer one question I think people visiting my blog may have. Let's be honest: I have no idea what question you guys/gals mayHow geeky are you, really? - 7 day challenge

Kilmer plans Genius return - Movie news - Movies - Virgin.net Okay, Real Genius was a pretty funny Val Kilmer movie. For the 80's. Making a sequel 20 years later... notA not-so-Genius move

Pixar has an amazing track record with its movies. The quality of animation is superb and their attention to story is a cut (or two) above most studios. Their worstReview: Brave

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Training Mistakes

Learning2005 learningwiki.com – Mistakes
Elliot Masie’s Learning Wiki has a page for common mistakes trainers/instructional designers make, as reported by subscribers to his newsletter. He received over 700 responses — the wiki page is just an ‘executive summary’.

Some of the quotes, I can relate to completely. The ones that ring my gong the loudest are quoted below:

Skill Level/Needs Analysis Mistakes:
– Responding to ‘crisis’ situations with quick-fix training – invariably, it doesn’t work and credibility of training plummets.

Measurement Mistakes:
– Level 3 assessments: we don’t do enough of them. These are crucial and how we show our worth. We have to prove that learners can actually transfer training to the field, because if they can’t, why did they go to training?

– Assessments don’t match the objectives. We have to measure what we said we’d train.

– Not gathering product improvement feedback during training session – too focused on delivery to record.

Inspiring & Relating to Learners Mistakes:
– Designing for the “lowest common denominator” and then expecting everyone (regardless of experience and knowledge) to use the whole program.

Management & Learning Mistakes:
– Being an “order taker.” In other words, failing to help the business understand what the best options are to meet the performance need and, instead, just fulfilling requests as they come in.

Content & Design Mistakes:
– Teaching more than needed: not sticking to objectives.

– Always providing “sunshine” training: what happens when things go right. Customer critical moments typically occur when things go wrong, so preparing learners in some way for those situations can have a dramatic impact on business results.

Innovation & Interaction Mistakes:
– Require people to use pre-course e-Learning and then trainers repeating the content in the follow up workshop through (endless) PowerPoint presentations.

– Failure to use adult learning techniques such as collaborative learning and role playing.

– Courses are not designed or facilitated with a focus on intensity: challenging assumptions, a focus on problem solving and a focus on reasoning complexity.

Technology Mistakes:
– Being guided by what the technology can do rather than selecting technology that can do what you need.

– Not anticipating problems with technology when rolling out e-Learning programs across an organization (assume it will work on everyone’s computer).

– Not understanding the technology and how to use it effectively.

Development, Delivery, Follow-Up Mistakes:
– Learning is very much like marketing: working to influence human behavior towards certain actions/choices. Until learning and development programs are developed with a keen eye towards repetition, reinforcement, and emotional connection (yes, emotional!) – a complete learning package, not a learning event – knowledge and skill retention will suffer.

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