Archive for the ‘Performer Support’ Category

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…


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…

“Check Box” Training, or Is It “Check Box” L&D?

October 14, 2017 Leave a comment

It’s Saturday morning, and am fully caffeinated…sitting on the deck and nursing on the business end of a fairly decent cigar. It’s odd moments like these that a craving to rip out a blog post gets flung upon me. Out of the blue a question landed on my brain and I thought was significant enough to help make the point I seem to endlessly make on my previous posts. Training alone does NOT drive performance, it only contributes to potential. I know, I know, those of you who keep coming back here to read my rambling may tire of this, but it is a mission to me…a mission to promote a performance paradigm over the limits of the traditions of a training paradigm. Hey…it’s what I do… 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.

Read more…

Who Owns the “Other 95%”?

August 25, 2017 4 comments

Earlier this evening one of the readers of “What About the Other 95%?” asked a very good question – “Who owns the Other 95%?” A response came quickly to mind…”It takes a village!” My answer points to a firm belief that there is no clear single-point-of-ownership. Wouldn’t it be grand to point to L&D and assign ownership? Not gonna happen. There is no owner. The Other 95% owns us…and the sooner we develop an intimate business relationship with it, the greater the chances are of sustaining workforce capability within the Other 95%. Read more…

Boxed In By LearningTechnology

August 11, 2017 5 comments

Boxed in By Technology?

Have you ever noticed how entrenched technology…and even some methodology…are accepted as the rule or the standard and innovation around those rules and standards get kind of…locked down? Even so, being in the “locked box” of technology, some innovation does indeed take place, but often it never exceeds the limitations of the box in which it’s locked down. The LMS comes to mind as one such technology, and learning design surfaces as one such methodology. 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…

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