• Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.

How Competency and Proficiency are Related to Performance?

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When it comes to training design and delivery, I have seen that professionals tend to use several terms interchangeably: Competence, Competency, Proficiency, Expertise and Performance. Even though these terms have different definition and scope, these are used quite interchangeably in the literature. Murphy et al. (2009) highlighted the problem of a lack of consistency in defining competence and performance. I thought in this post I add my perspective on clarifying based on some research and provide a simple relationship between these terms. a) Performance Performance is a widely used term in human resource world. The Oxford English Dictionary defines performance as ‘the action or process of performing a task or a function’. Gilbert (1996) states that there are two elements in performance: the behavior or activity and the outcome or accomplishment (as cited in National Volunteer Skill Centre, 2003, p. 6). Performance may be result of several cognitive, psychomotor tasks … Continue reading

3 Challenges in Designing Training When “Proficiency” is Your Organization’s Training Goal

Stages of Skill Acquisition

I came across this question many times: What should be the goal of organizational or corporate training? Should it target generating competence or should it go beyond competence in producing proficiency or expertise? The approaches and training strategies vary with the goals. If we look at Dreyfus’s model of Skill Acquisition (Dreyfus & Dreyfus, 1986) we have competence on one side of the scale, we have expertise on other side and proficiency level falls mid-way. Ericsson (1994) advocate that to attain expertise, roughly 10000 hours of deliberate practice. This equation has been questioned recently by several practitioners, but lets not go into that debate. Nevertheless it is understood that gaining expertise requires much longer time. Experts are characterized by highly improved mental knowledge representation, ability of chunking, efficient cognitive processing schemata and ability to recognize patterns quickly. These abilities are acquired over the time with extensive experience. Achieving expertise as … Continue reading

Accelerating Time-to-Expertise in the Accelerated Time-to-Market

Let me share a new perspective on language of ROI for the training. Over the last decade every one of us has seen tremendous changes in technology and learning across the industries. If you are in hi-tech industry, you might agree with me that organizations are trying to squeeze (or accelerate) Time-to-market of new technologies, services, products and solutions to gain competitive edge over others. This does not come without a critical business challenge. This has led to a new business challenge for training experts how to drive workforce to achieve full productivity at equally fast pace. Talking to several thought leaders in the industry; it appears to me that there is a large lag between speed with which organizations can build capability of employees and the speed of time-to-market of products / services / solutions / technologies. Hi-tech industry is at critical point with dire need to build capabilities … Continue reading