The Learning Alliance

Through numerous examples, this guide illustrates how you and your managers can work together to combine and implement systems technology with just-in-time and just-enough-learning strategies.

Step-by-step guidance and hands-on tools help you to:


* Implement each stage of the training process?from goal setting to follow-up and maintenance
* Produce and sustain measurable, consistently effective results


Plus, you'll get a comprehensive checklist for conducting an organizational training audit and getting started. Use this guide to get your organization's systems on track today! Beyond the Classroom: A Systems Approach to Organizational Learning.

Facilitating the Learning Process: New Roles for Trainers.

Barriers to Learning: Training Myths That Get in the Way.

Impact Mapping: Creating a Shared Vision Among Stakeholders.

Getting to the Heart of the Business: Principles for Highly Effective Training.

Linking Training to Business Goals.

Maintaining Customer Focus.

Using Systems Thinking to Integrate Work and Learning.

Using Measurement and Feedback for Continuous Improvement.

Making the Paradigm Shift. "A very useful and helpful book. Particularly valuable in highlighting how training can and should be related to organizational and business goals." (Leonard Nadler, professor emeritus, The George Washington University)

"The essential message of this bookthat training has value only when it impacts performanceis key to U.S. businesses competing in the new economic world order." (Dr. Geary Rummler, The Rummler-Brache Group) ROBERT O. BRINKERHOFF is professor of educational leadership, Western Michigan University, and an internationally recognized human resource development consultant to numerous organizations worldwide including the U.S. Postal Service, Apple Computer, and The World Bank. He is author of Achieving Results From Training (Jossey-Bass, 1987). STEPHEN J. GILL is an indepAndent consultant on training needs analysis and evaluation. His clients include Ford Motor Company, General Motors, Steelcase, and Columbia Healthcare. In The Learning Alliance, authors Robert O. Brinkerhoff and Stephen J. Gill show how managers, supervisors, trainees, and training professionals can collaborate to systematically manage the process of learning and behavior change and consistently deliver the cost-effective results needed to build and sustain an organization's competitive advantage. They provide the guidance and tools necessary to forge and facilitate critical alliances between the employee being trained and the other key players in the learning process. Through numerous examples, illustrates how trainers and managers can work together to combine and implement systems technology with just-in-time and just-enough learning strategies that produce and sustain measurable, consistently effective results. Provides step-by-step guidance and hands-on tools for implementing each stage of the processfrom goal setting to follow-up and maintanenceand includes a comprehensive checklist for conducting an organizational training audit and getting started.The authors' practical four-phase method shows how to design and implement training as an integrated system—strategically linked to business goals, customer needs, the total organization system, and continuous improvement. To help training leaders navigate this complex process, the authors detail how to use the "impact map": an adaptable, easy-to-use graphic tool that identifies all stakeholders who will be involved in the learning process—employees, supervisors, managers, trainers—and clarifies roles to ensure that the right people receive the training and support they need to achieve specified key goals. Through numerous examples, illustrates how trainers and managers can work together to combine and implement systems technology with just-in-time and just-enough learning strategies that produce and sustain measurable, consistently effective results. Provides step-by-step guidance and hands-on tools for implementing each stage of the process—from goal setting to follow-up and maintanence—and includes a comprehensive checklist for conducting an organizational training audit and getting started.