Author Archives: fkaadmin

How Learning Contributes to Organizational Success

Friesen, Kaye and Associates is celebrating 50 years in the learning and performance improvement field. This is what we have learned about how effective learning programs can greatly increase the success of any organization.
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Neuroscience Part 1: What Was Old is New Again

FKA celebrated its 50th anniversary this past year. Paul Friesen started the company in 1966 and, along with Joe Harless and Bob Mager, was part of ushering in a formalized approach to training in the business world. In his book, “Designing instruction: A systematic or “systems” approach using programmed instruction as a model” published in 1971, Paul documented FKA’s Systematic Learning Process.

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Do you Need ISD (Instructional Systems Design) to Support Informal Learning?

A previous post, Coached Informal Learning discussed the 70:20:10 model of learning and development which suggests that 90% of learning is achieved through informal learning and only 10% is achieved through formal learning. Effective L&D organizations use an instructional system design (ISD) methodology to ensure the formal learning developed and delivered aligns with the performance needs of the organization. Read More

Coached Informal Learning

The 70:20:10 model of learning and development states that 70% of learning comes from on-the-job experiences; 20% comes from getting feedback, observing others and developmental relationships; while only 10% comes from formal learning events. Read More


Gen Y or the “millennials” are becoming the dominant demographic in the corporate learning
population. Born between 1982 and 2004, millennials are the under 45’ in the work force.
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Engaging Participants Ahead of Time-Ensuring that Pre-work Gets Done

There are ways to make pre-work compelling, enjoyable and productive. According to The Association for Talent Development (formally ASTD) and The Institute for Performance and Learning (formally CSTD), there are six broad categories to consider.
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Four Stages of Learning

This model serves as a helpful reminder of what people go through internally when they are working at mastering something which is new to them.
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Internal Motivation Can Fuel Job Performance

Internal Motivation occurs in one of two ways:

1) The individual finds an activity inherently satisfying; or
2) The individual performs a task to satisfy some other need important to that person, for
example, completing a dull task in order to contribute to a team effort.
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Making the Transition from Classroom Trainer to the Virtual Environment-Part 1

For those of you who have made the move to facilitating in the virtual world….Congratulations!

It was simple and easy, right? Or was it?
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Using Focus Groups for Successful HR Initiatives

By Michael Nolan 1


The three keys to planning and conducting successful focus groups are: 1) selecting the right participants, 2) preparing effective questions, and 3) establishing ground rules that support and encourage participation.

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