• (317) 437-2555
  • gdogwise@gmail.com

POINT-of-WORK: The Great Refocus On Change

Point-of-Work Dynamics

"GREAT" things are popping up lately like the Great Resignation, Great Retirement, and the Great Reshuffle as several examples. I am not swayed by the hype because these all point to one common denominator – Change...and the need to refocus on LEADING it. It is my opinion that we are seeing side-effects surface in the form of a Great Convergence of Thought and Action and formation of influencers that directly impact Culture. In other words, resignations, retirements, and reshuffling within and among organizations are driving the need for a strategic re-think…

Read More

POINT-of-WORK:  The Great Convergence of Thought and Action

Point-of-Work Dynamics

"GREAT" things are popping up lately like the Great Resignation, Great Retirement, and the Great Reshuffle as two examples. I am not swayed by the hype because these all point to one common denominator – Change...and the need to LEAD it. It is my opinion that we are seeing the side-effects surface in the form of a Great Convergence of Thought and Action and forms influencers that directly impact Culture. In other words, resignations, retirements, and reshuffling within and among organizations are driving the need for a strategic re-think and…

Read More

POINT-OF-WORK:  Pushing the Stone

Point-of-Work Dynamics

Yesterday I jumped into a post by @BobMosher at his request along with a number of other professionals I admire and respect. The nature of the post was a lament regarding the difficulty of breaking through the long-held traditions of L&D’s default to training solutions to boost learning and performance. Several comments likened the effort to pushing a boulder up hill for years with only limited success. Here is a thought I offered in a separate post late yesterday afternoon… (more…)

Read More

POINT-of-WORK:  A Ground Hog’s Perspective

By having a birthday on February 2nd one experiences a unique Ground Hog Day every year, and every year the same question surfaces, “Did you see your shadow today?” Not Punxsutawney Phil…me…did I see my shadow? I will say this about that…Stand down, pilgrims, let me put this all to rest. Here are the truths regarding the infamous conditions that foretell the remaining blight of winter: See the shadow – only six more weeks of winter Don’t see the shadow – only six more weeks of winter You’re welcome…return to…

Read More

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…

Read More

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…

Read More

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…

Read More

7-Right Things for Intentional Design to Be Intentional Enough

Whenever I speak at conferences and on webinars the phrase intentional design immediately triggers a comparison with instructional design…and rightly so, because it has everything to do with instructional design skills. The difference implies taking those ID skills and applying intentionality to the design process. More specifically, intentionality toward supporting knowledge workers at their moments of need and at their diverse Points-of-Work. The biggest reveal is that intentional design encompasses much more than simply content. Taking this larger scope into account, there is a direct impact on whether intentionally design…

Read More

POINT-of-WORK ASSESSMENT:   Workflows & Processes

This snippet from the Point-of-Work Assessment (PWA) Workshop is unique because the attributes associated with WORKFLOWS & PROCESSES follow two parallel tracks. The first track relates to understanding relevant task-centric, role-specific work attributes that either drive or restrain productivity and performance at multiple Points-of-Work from the Knowledge Worker’s experiences and perspectives. The second track relates to restraining impacts to productivity and performance that surface at Moments of Need and within workflows at Points-of-Work that call for five additional Performance Outcomes owned and implemented by L&D. These Outcomes are similar yet…

Read More

POINT-of-WORK ASSESSMENT:   People & Capability

This post is another snippet from the Point-of-Work Assessment (PWA) Workshop and focuses the Knowledge Worker and the human attributes that influence roles and capabilities at Point-of-Work. Typically, when we (L&D) consider the “People” variable in our training solutions, key focus is on the Learner and the necessary job-related knowledge transfer requirements. That’s not wrong; it’s just not enough…if sustained and measurable workforce performance at Point-of-Work is the end-game. In this narrow focus we miss multiple influencers that either drive or restrain productivity/performance. I think it safe to say that…

Read More