POINT-of-WORK:   Step Away from the Stone

A recent post on LinkedIn tripped my trigger this morning, and despite the urge to rant, I will try to be gentle. No guarantees. The question posted asked for advice for someone new coming into Learning & Development (L&D). Here is what percolated into this savory reply, and I should add, this reply is not just for a newbie, but for incumbants and leadership as well. My advice is this, "Step away from the stone. Stop pushing until you confirm it's the right thing to do." Here's why... (more…)

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POINT-of-WORK:  Throwing Good Money After Bad?

Point-of-Work Dynamics

How do businesses react to the uptick in worker resignations? What are exit interviews revealing? According to https://www.hrcuity.com “Over 90% of Fortune 500 companies conduct exit interviews, yet just over 40% of them view the practice itself as successful.”  That is not good. According to https://wwwrecruiter .com, “Research suggests that exit interview participation rates are between 30 and 35 percent for paper interviews, and this number increases for online interviews. If your organization has 200 employees and 10 percent employee turnover, you might see about six completed exit interviews per…

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POINT-of-WORK:  Using an Alignment Discovery Cascade for Pre-Design Reconnaissance

Point-of-Work Dynamics

It seems I read too many black ops books and look at missions from a tactical perspective before nailing down an actionable strategy to move forward. No Delta Force team moves to execute on a leadership request on a mission without completing a thorough and comprehensive reconnaissance effort first. We (L&D) could gain considerable insight into an effective design strategy if we recon the mission intended to render an effective solution. Too often we receive a request for training and then go in “guns blazing” with Articulate solutions. What should…

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Point-of-Work:  Effectively Connecting Our Workforce to Their Workflows

Over the last few months I have read countless articles touting the need for improving workforce engagement. Given the “sky-is-falling” lament due to the Great Resignation it makes one wonder how epic is our collective failure. Are we failing or is this a long overdue cross-industry correction? Are we embracing this self-inflicted down-sizing? Are we hearing the urgent message to do more with less? Are we recognizing we need to do a better job with enabling stronger engagement with our remaining workforce? Funny thing how failure can be an urgent…

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Point-of-Work:   Convergence Shift to Workflow Performance

Over the last several years, I have written about the concept of convergence; specifically, convergence of learning with work. Emphasis was placed on assets Learning & Development (L&D) produced to enable performance support closer to actual work. Workflow Learning is the more current manifestation of convergence and is a new rallying point for L&D. My fear is that there is potential that L&D may be saddled with a blind spot that will not fully optimize solutions integrating newer technologies like Artificial Intelligence (AI) directly into workflows. Does this negate the…

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POINT-of-WORK: Ground Zero for Workforce Transformation

Point-of-Work Dynamics

Considering most businesses have a distributed WFH workforce there are multiple transformations that must take place ranging from Cultural/Environmental changes to People/Capabilities; Workflows/Processes; Resources/Information; Systems/Technology; Impact/Analytics; and most importantly, Change Leadership challenges. Easy to see that we face a significant journey to adopt and sustain effective workforce transformation. My question is simple – Where do we begin? (more…)

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POINT-OF-WORK:  An Agile Solutioning Methodology – DRIVER  

Driver

Point-of-Work (PoW) is where measurable business outcomes are generated...or they are lost…or if not lost...compromised. I am an advocate that, at the core, Workforce Transformation has a direct line to optimization of sustained productivity and profitability, and these outcomes require measurable performance outcomes manifesting at Point-of-Work That single fact seems straight-forward to this camper and that if we truly seek positive business outcomes as our endgame, shouldn't we focus our discovery and solution designs there first? It only took me 20 years to shift my thinking…adopt a new performance DRIVER…and…

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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: Is It a Destination or a Discipline?

Point-of-Work Dynamics

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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