A Pathway to Learning

A Pathway to Learning

Learning Without Scars Classes

Since we started a business to provide classroom training for parts and service operations and product support sales and marketing, we have been constantly creating and redesigning what I have always called “Learning Paths.” A pathway to learning is what we try to provide to all employees to help them realize their potential.

With the classroom training we established the first pathway to learning with management and supervision. For this, we designed two-day classes consisting of eight specific subjects. We then developed the three-year program that had twenty-four subjects covered and taught. We offered this and conducted these classes worldwide for major construction equipment manufacturers. We did the same thing for dealership associations. In the mid 1990s we created a series of videos for dealer associations, that continue to be used in certification programs for parts managers and service managers. Clearly the methods, systems, processes and requirements in the past twenty-five years have changed. The modern pathway to learning is reflected in the creation of our skill assessments and in the evolution of our subject specific classes. Much has changed.

As I mentioned yesterday we offered Planned Learning Programs, which we referred to as PLPs. These were the three-year programs built for leaders in the Parts and Service and Product Support Sales groups. During the twenty-five years these were offered we have had over ten thousand people attend the PLPs – Executives, Managers, Supervisors and Foremen from all around the world.

Next, we created Planned Specific Programs, or PSPs in our shorthand here. These programs were designed for the people doing the work. The people that I call “Heroes.” They take the orders, pick the parts, pull the wrenches, inspect the machines, manage the assets, and drive the trucks. These are the people who serve your customers. These are the people that keep your customers coming back.

With this most recent change to our website we are introducing the next evolution of our Learning Paths. This has been designed to allow the individual employee to create their own individualized Learning Paths. As you will have read over the past ten days, if you follow our blog, we start everything with a job function skills assessment. We then match the results of that assessment to the four levels of skills: Basic, Intermediate, Advanced and Expert. When the individual employee selects our classes tabs, and the department in which they are interested they are asked for their skill level. Then, they will be presented the classes that our years of teaching and thousands of students, have indicated that should be covered to provide the employee the ability to improve their Skill Level.

As you can imagine this has taken some time to develop and put together. It provides each employee the opportunity to personalize their own learning, to select the classes they believe will address the “gaps” in their skills and knowledge. Of course, the Dealership and the Leadership can also be involved in selecting the classes that should be taken. That will never change.

Now we are adding additional tools that will allow us to have “Virtual” meetings with students to discuss the classes and, in effect, simulate the Real Classroom after they have completed one of our Subject Specific Classes. This is what educators are doing now across Grade School, Middle School and High School across the country. This is also now being used at Junior Colleges and Universities.

Education and Learning has changed a lot over the past twenty-five years. The changes coming in the next five years will be even more dramatic. No business, whether in manufacturing, distribution, wholesale or retail or business associations can rest on their laurels. There has been too much change.

The equipment has changed, exotic materials, telematics, computerization. The systems have changed now using electronic catalogues and shopping carts, finance and payment methods have changed with “Square” and Touchless Credit Cards. The arrival of Artificial Intelligence and Drones for Job Management and Control. The world has changed.

The younger generation is much better prepared for these changes than the older generations. Their time is here and coming. We either adapt our systems, methods and everything else as of now or face trouble. We, at Learning Without Scars, have chosen to adapt and it has been extremely exciting and energizing. Is this also an opportunity for each and every business across the world? I believe it is.

The choice is yours.

The time is now.

For more information on finding your own pathway to learning, please visit our website at learningwithoutscars.com

Building the Foundation of Learning

Building the Foundation of Learning

Building the Foundation of Learning

Our initial training business was called Quest, Learning Centers. We incorporated Quest in 1992. This is where we first deliberately began building the foundation of learning. Originally our classes spanned fifteen hours, over two days, and was designed to cover four subjects; operations, selling, management and standards of performance. In each four-hour time block we covered two specific learning subjects. That provided a learning platform of four classes. Then we created additional learning levels to end up with three different levels of classes. That developed a total of 24 classes for each of parts, service and selling. In the middle we created a marketing class and a customer service class. That gave us a total of 88 classes.

In the early 2000’s we moved to webinars. Each webinar was around forty-five minutes. I was not happy with webinars as I could not see my students. We adjusted our delivery and used a HD camera connected to our computer. We alternated power point slides with live talks using the camera. It was better but didn’t make me very happy as a teacher. Still, it was another step in building the foundation of learning.

In 2016 we decided to transition all of our learning products to the internet. We incorporated Learning Without Scars and started to build the curriculum. Today we have thirty classes up and available in both parts and service with five classes in each still under construction. For Selling and Marketing we have twenty-four classes up and available.

These subject specific classes are each approximately three hours duration. We start with a pretest to understand the prior knowledge of each employee before they start the class. We then have power point slides with audio tracks which was developed and evolved from our classroom training. Into this learning we inserted film clips that accentuated a specific point. At the conclusion of the class we had a final assessment on which the student had to achieve a score of 80% to pass. Then a short survey upon completion of everything after which the student could get their certificate of achievement.

In recent learning research and development, it has been proven that with a quiz or break in learning every ten or so minutes that learning retention goes up by 50% so we are in the process now of updating all of our classes to reflect this truth. I am sure that our classes will be in a constant state of development as more evidence comes forward regarding how people learn. I am committed to helping each individual to be able to achieve their potential.

Each step along the way, in our quest to help each person achieve their potential, is our need to listen to our clients and their employees and respond to their needs and wants just like every other business. They suggest additional classes and learning tools. This has allowed us to develop a series of, what we are calling, Learning Paths for each Skill Level achieved in our Job Function Skills Assessments. Initially we designed our training programs and we determined the structures that the individual students were to follow. We called them Planned Learning Programs and Planned Specific Programs and Video Classrooms. Now we are providing our students with the tools to be able to design their own learning path. They, more than we, know what they need in order to become better at what they do. More on that tomorrow.

The time is now.

For more information about what classes are right for you, please visit our website at learningwithoutscars.com

Skill and Knowledge Levels

Skill and Knowledge Levels

We have been using assessments in all of our training and learning products for over thirty-five years. The primary purpose of our assessments was to help us to adapt and adjust our teaching in order that our students learn. We first had a “Pretest” to measure what the students know when they start our class. Then we had a “Final Assessment” to determine what the difference was in knowledge before and after. This allows us to change how we teach.

We also used these assessments to challenge our approach to teaching. If the same question was received with the same wrong answer, obviously how we were teaching it was the issue not the learning potential of the student.

Let’s turn to our Job Function Assessments at Learning Without Scars (LWS). By now I hope you have looked at our job function comprehensive skill assessments. We believe we have broken new ground with these assessments for the Industries we serve. There are no other common job function assessments out there. With that position of leadership, we have been cautious on how we have approached this. We have had over 3,500 of our class assessments completed in the past two years. This has allowed us to established a hierarchy based on actual employee skills and their results on the assessments.

Upon completion of a specific Job Function Skills Assessment the student will receive their score (0-100). This score will rank their skills based on the results we have seen from the thousands of assessments taken. We have established these skill categories based on our experiences with our class assessments and the skill levels of the people taking these classes. For Learning Without Scars these skill categories are Basic (0-30), Intermediate (31-50), Advanced (51-70) and Expert (71-100). This category level will identify the specific class progressions to allow them to improve their skill level. These category levels have allowed us to design individualized class structures for the student to follow to improve their individual skill level. More on this next week.

We want each individual to be able to achieve their potential. Potential is a wonderful word. It is one that I was introduced to by an Elder in our Church when I was a little boy. He spent a lot of time mentoring a young boy. He passed several messages to me to consider.

  • Always assume the other person is twice as smart as you are and work twice as hard to prove that they are not.
  • Be Happy in your Work or Work and be Happy. You have no choice you have to Work.

If someone tells you that you have a lot of potential and you are sixteen years old that is a very good thing. If someone tells you that you have a lot of potential and you are sixty-six what have you been doing for the last fifty years.

The time is now.

For more information on our assessments and classes, please visit our website at learningwithoutscars.com

Dollar Time

Dollar Time

We are all on “lock down” today. Some of us are working from home, using communications and virtual software tools, while some of us are going into the office or workplace. Let’s use this time as effectively as possible. So, if you have time think about your job. What can you do, should you do, to make it better? What do we do to eliminate duplications, minimize mistakes, decrease expenses, increase sales? Make a list, talk with your coworkers about it. Let’s do something different this time. Send me your ideas. Send it to ron@learningwithoutscars.com. After a week or so I will consolidate all these ideas and put them in a table and send them back to you. Then you can look into making the necessary changes that you identified or someone else suggested. Let’s make time as effective as we can.

The Time is Now.

We Have Been Here Before

We Have Been Here Before

Over the past two decades we have confronted three separate events that changed how we looked at our businesses.

In 1999/2000 we faced the Y2K problem. Our business systems were designed without sufficient foresight and we needed to make comprehensive changes swiftly and effectively. We did.

In 2008 we dealt with the Financial Crisis. Our markets for equipment dropped, depending on location, up to 50%. We had to adapt our businesses to survive in this harsh new reality. We did.

Now in 2020 we are confronted with a Worldwide Health Crisis. The Covid-19 problem. I have no doubt we will overcome this crisis as well.

The leadership in the USA, federal, state and local, have acted decisively and comprehensively. Think about everything that has been done.

  • We shut our borders down, first to China and now to the European Union. This kept out people who, unknowingly or not, carried the virus. We kept them out.
  • We identified the high-risk individuals. We quarantined them.
  • We designed a test for this specific virus once we received the biology from China.
  • We modified lab testing and established a nation-wide testing protocol.
  • We created drive through capabilities to conduct this testing in convenient locations.
  • We now are testing dozens of drugs to find a cure for the virus.
  • We have passed emergency legislation in the senate to assist affected people and businesses.
  • We have declared a state of emergency in nearly ten different states.

Private and public businesses have acted as well. This situation is extremely fluid and changes daily nearly everywhere, if not hourly. This is when we need sensible, thoughtful, calm and strong leadership. Can we count you in that group?

The Time is Now.

What Will We Learn from this Crisis?

What Will We Learn from this Crisis?

There is a Persian Proverb I am reminded of this week.

The man who knows not, but knows not that he knows not, is a fool. Shun him.

The man who knows not, and knows that he knows not, is a student. Teach him.

The man who knows, but knows not that he knows, is asleep. Awaken him.

The man who knows, and knows that he knows, is a teacher. Learn from him.

I wonder: am I a fool or a student? Am I asleep or am I a teacher? What are you?

When we return to a normal life again, as we will, I wonder what we will do differently from what we did before this crisis? Will we continue swimming with the current and go along to get along? Or will we pay attention to the world around us in a more profound manner?

Bill Gates was on TED in 2014 talking about exactly about this type of viral invasion and what it would do to the world. Did anyone listen and do anything? That is what I mean. But on a smaller scale in our world of capital equipment.

  • Will our dealer management systems continue to copy manual systems or will they finally reach their potential to radically transform how business is conducted? Or will a screen continue to be an electronic form?
  • Will our processes and procedures be what we have always done in the past? Or will we challenge ourselves to think about things differently?
  • Will we finally learn how to find every part every customer wants the same day that they want it? Or will we pay lip service to that concept saying “oh well, why try it when it can’t be done?”
  • Will we develop an accurate population of working machines so that we can help our customers with their owning and operating costs? Or will we say that it is too much work?
  • Will we monitor the operations of every working machine with the goal of identifying erratic activity before it becomes costly? Or will we think that is interfering with our customers too much?

Those are five very simple illustrations of questions I ask myself. What will we have learned in our forced time at home with our families? Of course, it will be a relief to get back to normal, whatever that means. But please don’t waste that time. Think about the anxiety you were feeling. Think about the unknown that existed. How long will those feelings linger? What will we do? Will our children’s loss of these three or four months of schooling hurt them for the rest of their lives? You know it will.

So how will we conduct ourselves at work when we return? Will it be the same as before or will we try to make it better? The choice is yours.

The Time is Now.

Competence and Recognition

Competence and Recognition

With so many learning opportunities available over the internet and very few of these classes earning University or Colleges credits directly many institutions have devised a method to recognize individual student competencies.

They are using badges.

While with our accreditation by IACET we will be able to offer Continuous Education Units, which lead to college and technical school credits, we fell it is necessary and important to recognize specific skills within our learning programs.

We have identified five skill sets that need further recognition. They are Sales, Finance, Operations, Leadership and Customer Service. We are using the same approach as was used to develop our Skills Assessments. We are selecting 60 questions from the 2,400 questions used in our Skills Assessments and selecting them according to their relevance to the skill sets listed above. We will offer Platinum, Gold, Silver and Bronze Skill Set Badges.

Each learner then will be able to follow classes related to their job function, perform a skills assessment related to that same job as well as be able to be recognized as to their individual level of competence on specific skills sets.

This will be a first in our Industry. We are proud of this accomplishment and hat it will mean to our hardworking heroes in the parts, service and product support sales world.

The Time is Now.

 

Time is the Enemy

Time is the Enemy

Each day it is important that we check to see how we are doing? We must start with what I call the “critical few.” They are the measures that determine if the department or business is in good shape or not. And we must review our position with them every day.

Alongside those “critical few” we must have performance standards. Being simplistic I want to look at the “critical few” against the standards in a very basic manner – meeting the standards or not. Green or Red.

And I do this every day. It is the first hour of my day. If everything is Green then I can get on with my day. If any of them are Red then there is work to do. Contact the individual who is responsible for the item and communicate. Ask some questions, is this anecdotal, what caused the aberration, is it an anomaly or ongoing, what do we need to do to improve the results and get back to standard. A series of questions. This should end up with a plan to get back on track and back to standard.

But it must be every day. Consistently and constantly. Otherwise you aren’t in control of you job function. You are out of control. You will never have enough time to keep up with everything that happens to you on a daily basis.

The Time is Now.

Thank You for a Transformative 2019

Thank You for a Transformative 2019

I would like to personally extend to you all of the best for the holiday season. Further I wish all of you the best year end closing one decade, the 2019s and opening another decade, the 2020s. Happy New Year.

We have had a very significant year at Learning Without Scars.

  • We have completed all of the LOD’s, Learning on Demand, for all departments. There are eighty of them.
  • We have completed all of the PSP’s, Planned Specific Programs, for all departments. There are twenty-one of them.
  • We have completed all of the PLP’s, Planned Learning Programs, for all departments. There are eight of them.
  • We have introduced the CSA program. The Comprehensive Skills Assessments. There are eight of them.
  • We have introduced the French Learning Programs.
  • We have introduced the Spanish Learning Programs.

We are very optimistic that 2020 will show a further dramatic transformation.

We are also optimistic that 2020 will see us receive accreditation from IACET and be able to issue CEU’s (Continuous Education Units) for all of our classes to our customers allowing our programs to work toward college and vocational school credits.

I am sure you have had many happenings this past year.

We will be taking a short break from the blog and this will be the last one for 2019. I look forward to picking up with you again in early January. Thanks for everything and all the best to each and everyone of you aand your families

The Time is Now.

Making Education Relevant

Making Education Relevant

Sebastian Thrun viewed by many as the father on internet-based learning notes that only 10% of the online students actually complete the classes when they are free. So now he charges for his courses.

Although the results on completion are much better when the students have to pay something, I believe that it misses the point.

How do we get each individual in the world we live in today to want to invest in themselves, to invest their time, in making themselves better? How do we get people to want to spend time on their own professional and personal growth?

We are moving rapidly to, what I call a “Self-Led” world. It is conceivable that with AI and all of the advances with technology that 50% of the population will not have any work to do. We will need to be “Self-Led” internally motivated if we want to be able to have some sort of societal contribution.

I hope you enjoy this next film.

The Time is Now.