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Keyword: ‘intentional design’

Is Your Curation Tied to Intentional Design?

January 7, 2018 2 comments

I’ve written about Intentional Design previously and not surprisingly it targets both learning AND performance.  Maybe the better title for this post would’ve been Are You Curating for Learning or Performance? I chose intentional design in this title because it’s not an either/or effort…we should be curating for both…but methinks if traditional L&D is the curator-in-charge the focus is not going to include Performance…not Point of Work focused…nor Moment of Need responsive. That’s why I offer this thought…Are our curation efforts as intentional as our design? Read more…

INTENTIONAL DESIGN – Redirecting L&D Strategy to the Point-of-Work

August 1, 2017 5 comments

Intentional DesignTo some this may seem like more of a “mis-direction” than a re-direction. Redirection almost sounds like a course correction…and in many respects it is, but then I make that distinction from a previous life experience. Humor me for a minute for a quick story to make the point that L&D in some organizations has lost its way. Yes, it can happen, and this story tells of how that can happen through the eyes of an effective L&D team that was effectively undone. This “undoing” is the basis of my suggestion that “re-direction” can indeed be a course correction as opposed to an entirely new and radical direction in other cases.  It begs the question if the organization was ever ON the right track, and the next question becomes…which is it for your organization? Read more…

Intentional Design & the EPS Performance Stack

October 9, 2014 5 comments

Trolling through my networking groups on LinkedIn yesterday, a post caught my eye where an individual was lamenting how the disjointedness of running disparate systems compromised effective and efficient operations. The suggested solution was a desire for the creation of a unified enterprise platform to eliminate the disparity. I agree that unification is the answer…but not among disparate systems. Read more…

Intentional Design Vs ADDIE

May 26, 2014 13 comments

This title sounds like an impending trashing of the traditions of ADDIE, but I believe it simply places entrenched methodology in a more current and responsive context. While it seems that many are trashing old school ADDIE, I would argue that ADDIE is alive and well; in fact, is at the core of any effort to design and deliver a training solution. Agile design is catching a great deal of attention at all the conferences I’ve spoken at in 2013 but when you get right down to it, what we find in the iterative attributes of “agile” methods are incremental applications of core ADDIE concepts.
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Embedded Performer Support [EPS] Implies Intentional Design

August 5, 2013 8 comments

Embedded Performer Support [EPS] is a discipline that has implication to any instructional design model you choose to use. Some training purist are fans of the tradition ADDIE model while other use SAM and numerous permutations that, for the most part, mimic what’s at the core of ADDIE since its inception. My point is that it’s not the tool; it’s how we apply it that matters most. Regardless of ISD methodology we will see considerably more iteration, concurrent development, and rapid development prototyping. This post is not intended to change the hill an instructional designer chooses to die on over their choice of design protocol; rather, it stresses the critical need to reflect key attributes of the post-training work context no matter what design hill you are on. Read more…

Using Bass Ackward Design for Performer Support

May 3, 2013 5 comments

Can I safely say we agree that task-level execution and business results do not happen during training? That seems a reasonable statement to me. We can certainly simulate task execution during training, but the simulated environment is structured and controlled and no harm is done when a learner screws up. Even when done well enough to pass the training, no business results are generated. However, when the learner graduates from training and simulations and becomes a performer there is no safety net, and flawless execution within the workflow has real business risks hanging in the balance. Read more…

DRIVER – A Learning Performance Discipline Based on Continuum Thinking at the Core

March 24, 2018 Leave a comment

In my recent post, “DRIVER – A Repeatable, Agile, Methodology to Generate Learning & Performance Guidance”, I’ve received many positive comments and a few great questions asking for more details. This post will attempt to slice into the anatomy of the DRIVER discipline and add some essential context…yes…discipline. I chose the word “methodology” in the original title, but upon reflection I can see how that might skew the perception of DRIVER to be some sort of tool. It’s not a tool. It is the only approach I’ve found after 30-plus years in the L&D “charley foxtrot” that prioritizes PERFORMANCE in the environment where our workforce learns and works. Yup…this is a paradigm shift. Read more…

DRIVER – A Repeatable, Agile, Discipline to Enable Learning Performance Guidance

March 16, 2018 3 comments

Point-of-Work (PoW) is where measurable business outcomes are generated…or they’re lost…if not lost…compromised. I hope you can agree that Workforce Performance has a direct line to productivity and profitability at PoW. That single fact seems straight-forward to this camper and that if we truly seek positive business outcomes as our end-game, shouldn’t we focus our discovery and solution designs there first? It only took me 20 years to shift my thinking…and my results. Read more…

Engagement Lacking? Try Enabling the “DO” at Point-of-Work

March 2, 2018 Leave a comment

Each morning’s routine involves a high dosage of caffeine to wash down my bacon and a bit of trolling LinkedIn and my networking groups for validating data that I’m not crazy. Some of you who read my blog regularly may have the opinion I’m fighting a losing battle, but honestly, I am crazy – crazier than a rat in a tin can, but “my crazy” is based on an unrelenting passion around evolving thinking in L&D to include Point-of-Work (PoW). Read more…

Behind the Curtain of a Learning Performance Assessment (LPA) Methodology

February 21, 2018 Leave a comment

We’ve all completed Training Needs Assessments and designed solutions that embrace all manner of innovative learning blends. We’ve “Micro-ed”, MOOCed, Virtual delivered, Simulated and who knows what else to create sexy sizzling training content that is well-intended and yet only produces…wait for it…POTENTIAL. Quite honestly, “nobody’s done nothin’”…yet…no value-producing business outcomes have been generated until the learner/performer arrives on the job [Point-of-Work] and executes at the task level. Performance manifests only at Point-of-Work (PoW). Why bother to assess training needs when the real value we seek takes place downstream…after training has been applied? Read more…

Tribal Knowledge At Point-of-Work Should Not Be Your Default

February 20, 2018 Leave a comment

I know this happens. Even after the best training it still happens. Why? Knowledge retention fails. Pure and simple. We deliver awesome training and our level one evaluations confirm this. Level two evaluations prove “they got it!” At least they were able to pass the test or demonstrate proficiency to graduate. But did they “get it” long enough to apply it at Point-of-Work and moment of need? Read more…

Anatomy of Digital Performance Support (DPS) Integration

January 23, 2018 Leave a comment

Digital Performance Support (DPS) represents an evolution of what we’ve known as Electronic Performance Support (EPS) and the technology that provides it, Electronic Performance Support Systems (EPSS). So…what has evolved about EPS making it worthy of calling it something else? Is DPS just lipstick on EPS? Definitely not! Here’s a link to a recent blog post by Mike Graham, CEO of Epilogue Systems that describes DPS in a little more detail. Cloud-based DPS opens a whole set of doors for driving sustained workforce capability at the Point of Work. Read more…

It’s Time to Go Ninja!

January 3, 2018 3 comments

Who “woulda thunk it” possible to be swept up…or is swept out more appropriate…into the chaos of three corporate downsizing events in less than seven years? Could that even happen to the same guy? Oh, but yes it can…and it has. You’re reading his words right now. January 26th was when I was jettisoned through the window of opportunity yet again. The frequency of being jettisoned could cause one to pause and reflect, asking “Why me?” and question “What did I do? …or not do?”  The first time around, I went through the routine stages of the grieving process. The second time…not as much. This time around…I got it. It’s time to go Ninja!

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Don’t Skimp On Discovery @ Point-of-Work

November 17, 2017 Leave a comment

This post was triggered and complimentary to Bob Mosher’s post on 11/17…an important read that I agree with completely. What I offer today is an attempt to articulate a “Yes and…” in this post. The Critical Skills Analysis (CSA) used in the 5 Moments of Need methodology is extremely essential for distinguishing what can be addressed via formal training and what can…and should…be addressed in the workflow…not to mention where to focus priority. Check it out! Read more…

Point-of-Work & ADDIE? Say It Ain’t So…

October 30, 2017 13 comments

My recent post  70:20:10 – Myth or Legend? roused a few readers to offer up some really solid comments, and there were a few that left me feeling like I was at a NASCAR race and just shouted “Ford Rules!” Now if you’ve never been to a NASCAR race, let me tell you this about that…every fan has a favorite make of car and nothing shall come between them and their brand…except maybe a case of Budweiser! And so it seems is also true with training design models. And rumor has it that with enough tequila, even the hard-core will abandon ADDIE. But should they? Read more…

Don’t Confuse READY…With READINESS…

October 12, 2017 Leave a comment

If I had to boil down all my bluster and passion in this blog to a single core statement, it would be this:

Training, by itself, does not drive performance – it drives potential;
…if you truly seek to sustain measurable workforce performance you must go to the Point-of-Work and plan to address diverse Moments of Need with accessible, effective and business relevant solution assets
shaped by Intentional Design.

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What About the Other 95%?

August 23, 2017 4 comments

Several years ago I had the privilege of being invited to sit on a panel discussion called “The Future of the Business of Learning”. Josh Bersin was one of the other panelists and shared some interesting data that validated my passions around pursuit of a performance paradigm. Josh shared that, on average, we spend about 5% of our 2,000 hour work year in some form of formal training…that’s about 100 hours.  For some industries, that’s high…but hey…it wasn’t what Josh shared…it’s what he did not share. A little math took place in my head…and the rest is history… Read more…

7-Right Things Road Map for Sustained Workforce Performance

May 25, 2017 Leave a comment

My most recent post addressed the concept of ACCESS to working knowledge at the Moment of Need and often at the Point-of-Work as being essential to drive tangible business results. In that post I included a list of 7-Right Things that, in essence, provide a road map of sorts to accomplishing holistic discovery and support for intentional design. Unlike the narrow scope of a Training Needs Assessment, tracking down the truth behind the 7-Right Things enables us to include the entirety of the learning and performance ecosystem we should be embracing with our solutions. This practice is critical given that training alone cannot drive performanceonly potential. Read more…

Is Managing Learning Enough…Or Is Broader ACCESS the End-Game?

May 22, 2017 Leave a comment

Actually it’s NOT an either or question, but…I must add to the title right up front to provide a hint of where I’m going…ACCESS is not exclusive to learning. A few years back I was at a Masie conference and was blessed to sit in a breakout session featuring Larry Prusak, a former IBMer, billed as a Knowledge Management guru. I was on an L&D oriented mission to find a short cut to “knowledge assets” because our LMS was the equivalent of a black hole.
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Micro-Learning Is Bigger Than You Think…And Not Just For Learning

December 29, 2016 21 comments

I was recently drawn into a discussion on LinkedIn while trolling one of my groups to comment on a topic “How long should micro-Learning be?” Great question and timely since micro-learning (ML) seems to be receiving a lot of press lately. My answer was simply, “It should be long enough!”  Hey now…that’s better than the stock performance consultant response of “It depends!” But it does depend…it depends on whether you are looking through a training lens or a performance lens. Read more…

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