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Archive for the ‘Learning Readiness Assessment’ Category

Onboarding Vs. Waterboarding: Is There a Difference?

September 20, 2016 1 comment

Yes, this post is likely to morph into a rant; the first clue is in the title. Is there a difference between your onboarding process and the process of waterboarding? One uses water…and the other holds the new hire down and administers enough information at a continuous pace so they get the overwhelming sensation of drowning. Which one do you put your new hires through? Read more…

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Leading Change as “Ordinary Work”

August 4, 2016 Leave a comment

The dreaded “C” word…Change…is as continuous and variable as the day-to-day demands of doing business. Leading Change effectively is often the difference between maintaining competitive advantage and falling behind; the difference between maintaining compliance or exposure to severe penalties and business liabilities. I’m sure you can think of others. To be effective with addressing the continuous nature of Change is to “routinize” it by building into the organizational culture as “Ordinary Work”. That means adopting cultural mindshare that adopts a discipline and protocols of Change Leadership that are agile, resilient, and most importantly –   repeatable. Read more…

How Point-of-Work Shapes Effective Change

August 2, 2016 2 comments

Many of you who are regular readers of my blog know how fanatical I am about performance support. After over twelve years of chasing the PS rabbit I have a confession to make…I’m done chasing PS…directly. The chase is near futile when the perfect opportunity is often deeply buried within the organization’s ecosystem, and at times, never to be recognized as a viable option because…the PS solution is located in a blind spot; a blind spot known as a Training Paradigm. I’ve decided the chase is too narrow, and it’s really not about the PS rabbit, it’s about shaping Change around a Performance Paradigm…maybe performance support is needed…maybe not. It usually is in some manner, but jumping on PS is the wrong place to start. Read more…

Managing Change or Leading Change: Does It Matter?

July 28, 2016 Leave a comment

At first glance Change Management (CM) and Change Leadership (CL) may be considered interchangeable and simply more jargon used to confuse a familiar concept. Stay with me on this post as there is a significant difference when the end-game is the desire to create full adoption and sustained capability of any Change initiative.  Read more…

Free Agent – Hurled Through the Window of Opportunity

March 6, 2016 7 comments

Boss: “I have some unfortunate news.”

Me: (thinking to myself) ‘Here we go…again…’

Boss: “Your position has been eliminated effective a week from Friday.”

Me: “Hmmm, something tells me this is not a joke.”

Boss: “I’m sorry. This is no joke.”

Bah-dump-tssshhh!
(Not sure that’s the correct spelling for a rim shot, but that’s the audio clip that played in my head.) Read more…

“Sustainable EPS Discipline?” Or “One-and-Done?”

January 8, 2016 1 comment

Recently, I learned that it takes approximately 30 square miles of ocean for a loaded oil tanker to reverse course 180 degrees. That seems like a lot of ocean, but then, that’s a lot of boat to turn around – and a lot of momentum related to the existing course direction. It’s funny how momentum proves to be the primary challenge and source of resistance when standing in the way to a change in direction. While 30 square miles represents useless trivia, the significance and parallels represented by factors of time, effort, and mind space to change direction and overcome the momentum of long-held L&D strategies are no less remarkable. Read more…

Driving Performance with Extended Blend

June 29, 2015 1 comment

Permit me to open this post by dispelling the myth that we, as training professionals, hold as fact and have convinced our stakeholders over the years – training drives performance. Yes, it truly is a myth. And after thirty-some odd years in the corporate training business, I’m as guilty as any for perpetuating this myth, and, I might add, with boundless enthusiasm. In all honesty, training offered as a performance solution can only drive potential.  And we have readily available proof of this reality through solid evaluation practices at levels one and two. Sadly, no business outcomes have been…nor can they be…generated during the creation of proven potential during training. In fact, no evidence of sustainable capability at the point-of-work exists either. We seriously must consider this question, “Is the promise of potential enough?” Methinks not! Read more…

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