

What would you like to know?
1. WHY. When is performance support the answer?
2. WHAT. What exactly do we mean by performance support?
3. HOW. How do companies successfully implement performance support?
4. RECAP. What should you absolutely remember?
Performance support is hot. It is a central theme at many learning events and the possibilities seem endless. TinQwise uses principles of didactics, design and technology to see how best to implement performance support in organisations.
1. WHY. When is performance support the answer?
2. WHAT. What exactly do we mean by performance support?
3. HOW. How do companies successfully implement performance support?
4. RECAP. What should you absolutely remember?
Performance support isn’t new. In fact, the name has been around since the 90s. So where did this renewed interest come from? The answer lies in our current way of doing things, how we work and learn, in addition to technological advancements.
Anywhere, anytime, any device. With the rise of flexible working arrangements, smartphones and tablets, learning initiatives are often mobile first and can be done anywhere and anytime.
Communities. Learning isn’t done in isolation. More attention is paid to setting up permanent systems that actively encourage knowledge sharing.
Wikis. Content becomes a shared responsibility on a certain topic or theme. Experts can preferably edit and/or add information themselves.
Learning as a business case. The effects of learning solutions on business performance are increasingly identified and measured.
We also embrace Charles Jennings’ 70:20:10 learning concept. The concept identifies 3 different forms of learning:
1. A structured programme
2. Learning from others
3. Learning by doing or experiencing
Particularly informal, or on-the-job, learning through practice, copying and continual feedback appeals to employers and employees. (And that is exactly what performance support is all about)
Find the differences! There are many definitions of performance support. Essentially they are all saying the same, but there are also some interesting nuances. We will highlight a few of them.
Performance support is all about offering the right kind of support, in the right way, at the right time. Bob Mosher’s theory on performance support describes five critical moments. His advice for the first two moments is informal learning and performance support for the others. This is how you sustain effective performance.
1. When learning for the first time
2. When wanting to learn more
3. When trying to apply and/or remember
4. When something changes
5. When someting goes wrong
We believe anyone has the ability to grow. Performance support doesn’t only help you to perform better, faster and more effectively. It can also be used to get the utmost out of a team.
When implementing performance support make use of clear design principles at each moment and during every step
When you tackle performance support there are quite a number of things to keep in mind. So where to start? The following five bullets will help you along.
Performance support produces employees who …