POINT-OF-WORK Podcast with David James – 1-6-2020

I was honored to kick off 2020 with David James. This post is a replay of the 48 minute podcast. With the recent frequency of posts on the Point-of-Work topic, the podcast may help fill in the gaps. As always, David James did a superb job of interviewing...I just tried to keep up. It must have worked out pretty well as the number of downloads hit a new high. Here’s the link to the podcast! https://omny.fm/shows/the-learning-development-podcast/tldp-33

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POINT-OF-WORK: Office of Workforce Capability (OWC)?

Is it time to create an organizational entity scoped and chartered to ensure sustained workforce capability? Is it time to enable performance IN Workflows at Moments of Need found at Point-of-Work? Ask the operational stakeholders if they are after knowledge...or the capability to execute at Point-of-Work to add measurable value to the bottom line. They want results. Their challenge is the blind spot we've created by selling the idea that Training drives Performance...so that's what is typically requested. Training alone is NOT going to deliver the mail. Here’s a disruptive…

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POINT-OF-WORK: Translate Training Activity to Productivity Impact

Downsized three times in seven years. Why? Because we could not show bottom line value creation and productivity impact. Why? Because Point-of-Work was not assessed to determine what was restraining performance. In other words, no performance benchmarks were established at current state. Instead, solutions were automagically defaulted to training-based and focused on skill profiles, learning objectives, and competencies. Not wrong...just not enough. (more…)

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POINT-OF-WORK: CEO for a Day

If I had the opportunity to be CEO for a day, I’d blow the doors off the existing Learning/Training paradigm and shift my CLO out from under the HR umbrella or create a role and align them as a direct report...with the title of Chief Capability Officer (CCO). Place the CCO over the Office of Workforce Capability (OWC) staffed with a hit squad of Performance Consultants working directly with Operational stakeholders. Start small - then scale! (more…)

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POINT-OF-WORK: Strategic Approach to Sustaining Tactical Performance Success

For the purposes of this post, the key words in this title are “Performance Success”. Certainly a strategic approach needs well-developed objectives accompanied by cohesive and flexible tactical plans to execute effectively. There are four phases to this mission: Deployment – GoLive of whatever is going live…new tech, process, product, policy, etc. Implementation – Moment of Need Support of Post-GoLive to ensure we StayLive Adoption - Routinization of Workflow applications to ensure we OptimizeLive Sustainment - Established change & maintenance protocols to ensure RetainLive A successful and sustainable strategic approach…

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T.G.I.G.F – 8.0 – The Agony We Miss

This post is now an eighth annual event I usually post on Maunday Thursday to lift up Good Friday and what it now means to me. The original posting was also on a Thursday seven years ago, and I was reflecting on the eighth version for this upcoming Good Friday from within the chaos of a world stained with the COVID-19 virus.  * * * (more…)

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POINT-OF-WORK ASSESSMENT: Perceptions Vs. Realities

After completing my most recent workshop, another round of fine-tuning has begun; in fact, I suspect each and every workshop will spawn the same reaction. I say this because every organization has a unique mix of Perceptions and Realities that frame restrainers that limit productivity and performance results within their learning performance ecosystems. That makes every workshop as unique as the gaps between Perceptions and Realities. Those gaps often represent blind spots in solution design decisions that traditionally default to Training. What if Training is not the optimal solution? What…

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Point-of-Work Readiness Assessment

The Point-of-Work Assessment (PWA) is a discovery discipline designed to examine sources of performance and productivity restrainers in the Workflow. The outcome delivers findings across six categories of attributes limiting optimization of workforce capability. Traditional Training Needs Assessments typically only cover one - People/Capability - in search of training solutions. That's great...but not enough! (more…)

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POINT-of-WORK: A Discipline That Evolves the Scope of Training

Training? Are we Training or are we Learning & Development (L&D)? Depends who you ask. To our operational stakeholders we are referred to most often as “Training” not as “L&D”. Why? Mainly because of the long-held beliefs that “Training Drives Performance”. If an operational leader perceives a performance shortfall, “Call Training!” because that’s what we do. But what if the performance deficiency is not exclusively a knowledge or skills gap? Methinks L&D should STILL get the call…AND the request for training should be met with “Sure we can help with…

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POINT-of-WORK: Is It a Destination or a Discipline?

The short answer is YES! Arriving at a destination has a connotation of finality or completion, but what happens when the characteristics of the “destination” are dynamic and influenced by continuous change? Welcome to the world of Learning & Development (L&D); a world where we struggle to optimize workforce performance outcomes with static solutions and technology in a Dynamic Learning Performance Ecosystem. We (L&D) see it. Our operational stakeholders see it…and are asking for different solutions that show measurable impact to the bottom-line. The question becomes one of are we…

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