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November 2012 - TD Magazine

An interview with Harold D. Stolovitch

Harold D. Stolovitch, CPT, is a graduate of both McGill University in Canada and Indiana University in the United States where he completed a doctorate and postdoctoral work in instructional systems technology. With one foot solidly grounded in the academic world and the other in the workplace, he has conducted a large number of research studies and practical projects always aimed at achieving high learning and performance results.In addition to creating countless instructional materials for a broad range of work settings, Stolovitch has authored more than 300 articles, research reports, book chapters, and books. He is a past president of the International Society for Performance Improvement (ISPI), former editor of the_Performance Improvement Journal_, and editorial board member of several human resource and performance technology journals.He has won numerous awards throughout his 40-year career, including the Thomas F. Gilbert Award for Distinguished Professional Achievement, ISPI's highest honor; Member-for-Life, the President's Award for Lifetime Achievements from the Canadian Society for Training and Development, their highest honor; and in 2004, he and his team won the ASTD Outstanding Research Award for their work on Incentives, Motivation, and Workplace Performance.Stolovitch is an emeritus professor, Université de Montréal, where he headed the instructional and performance technology graduate programs and was the School of Educational Sciences associate dean of research. He is also a former Distinguished Visiting Scholar and clinical professor of human performance at work, University of Southern California. Stolovitch is a principal of HSA Learning & Performance Solutions LLC.

Harold D.  Stolovitch

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Telling Ain't Training, 2nd Edition

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Beyond Telling Ain't Training Fieldbook

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ATD developed the Talent Development Framework and the TD Puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more. Training Delivery Training delivery may be the component of the talent development framework with which most practitioners can identify. The ASTD Competency Study defines training delivery as delivering informal and formal learning solutions in a manner that is both engaging and effective. Delivery is any method of presenting content, such as instructor-led training, discussions, simulations, or e-learning. Training delivery ensures that the content is available in a method or on a platform that is effective for both the presenter and the recipient. Additionally, it allows flexibility in case of poor reception or understanding. The method of delivery should be determined by the learning objectives to be achieved and the desired outcome. The delivery must be aligned with the learner’s role and the organization’s needs to be productive and drive impact. Training delivery is learner-centered, and it is understood that the learners can be trusted to motivate themselves to retain the information. It is the responsibility of the presenter to ensure that the content is engaging, applicable, and effective. Effective training delivery results in the recipients being able to transfer what they learned to their daily work. As explained in Roy Pollock and Andrew Jefferson’s article “Stop Delivering Training Events,” ensuring learning transfer is essential to produce value. Learning transfer is contingent upon the recipient asking “Can I?” and “Will I?” to the new information. If the answer is “no” to both questions, then it is likely that the value will not be added and the recipient will not apply the learning. The post-training environment is just as important as the training itself. Support from supervisors or managers may increase the likelihood that the training will become part of the learner’s day-to-day work. In today’s dynamic talent development field, training delivery remains a fundamental component with critical importance to organizations. We’ve assembled some additional resources to explore:• Read more on storytelling and sales training.• Keep training current by learning about agility in a training curriculum.• When training intergenerational audiences, be equipped with the tools you need to reach everyone.• Learn more on how to effectively train on a tight budget.• Explore the many methods of training delivery.•For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition (Updated now to the TDBok™ Guide, 2nd Edition).• The Virtual Training Guidebook, 2nd edition by Cindy Huggett• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer by ATD• Training Design and Delivery, 3rd Edition by Geri E. McArdle• Telling Ain't Training, 2nd edition by Harold D. Stolovitch and Erica Keeps

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