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GARY WISE
Organizational Change Agent &
Workforce Performance Strategist
Effective knowledge transfer, the primary objective of training, does not actually achieve the business goal of COMPETENCY – instead training only drives POTENTIAL. Competency is only reached over time at a new, post-training ground zero – the point-of-work.
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The current Training paradigm can no longer keep pace with the velocity of business demand and the continuous nature of change; especially when demand and change are both manifesting exclusively at the point-of-work.
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The rules of engagement to sustain workforce capability have changed –
so too must our paradigm.
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A Performance Paradigm represents disruptive innovation with direct implications on sustained workforce capability on a continuum that spans from point-of-entry to the point-of-work.
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Are you ready to make the shift?
More importantly...
Are you at a state of readiness to adopt Change?
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We should chat!
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Need to add one more level to the soapbox (and a little wider so I can stand on it easier pls) and that is focusing on the people. L&D, training, technical writers, SME’s, facilitators, policy editors, auditors, front line supervisors – all can and need to be aligned to create the smart objects, embed assessment capabilities to ensure organizational capability, and foster (nurture?) the adoption of a performance-centric learning community. We need all of these people (and more!) to implement sustainability and ensure long term success.
Bill, I could not agree more. My references to Change Management are where I believe you are standing right now. The challenge is shifting the vision of the entire constituency to performance and breaking the habit of relying on training as a sole source of sustainability. I like your use of the phrase “smart objects”. I see those being the output of “intentional design” where the designers are tuned into the nature of performance expectations. Thanks for reading, my friend, and as always, thanks for sharing your thoughts!