This article questions commonly held beliefs about training as a component of performance improvement solutions. Rather than being based on theoretical and empirical support, many beliefs about training are based on little more than myth. Part 1 of this article presents myths about the relationship of training and performance and myths about…

Discusses the value of training interventions for performance improvement based on the author's experiences with various training events. Topics include making clear expectations; accomplishment-based project planning; understanding performance problems; and participant learning and instructional benefits. (LRW)

Discusses current views on problem solving in the workplace, and identifies five areas for consideration: (1) knowledge representation; (2) verbally teaching strategy components of the skill--versus the learner acquiring it inductively through practice; (3) the principles of teaching procedures; (4) how to construct simulations; and (5) weighing…

Provides eight reasons why a trainer with an instructional technology background and an employee-centered focus on performance improvement should be involved in solving human performance problems. Abilities highlighted include: systematic thinker; systemic thinker; analytical; team player; excellent interpersonal and communication skills; knowing…

Provides a list of potential strategies and tactics for improving the performance of individuals, groups, and organizations. The performance technologist must be able to integrate these strategies to be successful. Lists and describes 20 categories/interventions. The process of performance technology is discussed, as well as tips for mastering…

Discusses the value of role-play in developing interpersonal skills and presents a 10-step model to help performance technologists design effective role-plays. Highlights include training objectives; designing assessment instruments; task analysis; generality and demonstration; designing social-communicative problems for the content; practice; and…

Offers a framework that addresses training and performance relationships based on in-house skills development committees that are employee driven. Key elements include employee ownership of training; working partnerships between management and employees; continuous learning; and measurement of results that show relationships between classroom…