Archive
Leading Change as “Ordinary Work”
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
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…
Performance Consultant Lives Matter!
We had just left a national all-hands company meeting where senior leadership fired everybody up with news of a potential buy-out at $97 per share. I’d been aggressively saving in the form of stock purchases at $11 for three years and had a sizeable stash of stock options maturing. The only question on my mind right then was, “Where am I going to park the boat?” Two weeks later we were informed the company had filed for Chapter 11 and all shares of common stock were worthless, and I was officially on the street. So much for the boat! Read more…
Chasing Sustained Workforce Capability
Sustaining the capability of our workforce is a race we are all running whether we choose to describe the effort in this manner or not. Creating a workforce that is nimble, agile, and resilient are a few of the buzzwords we hear today that describe what it takes to attain things like sustainability and competitive advantage. But where does being nimble, agile, and resilient matter most? The answer to this question is simple – the Point-of-Work. Read more…
Performance Support: Just Gimme Three Clicks!
We see many articles these days lamenting the shortfall of employee engagement in the best efforts to develop and deliver compelling options to learn. L&D responds with shorter learning events. We gamify, and we “MOOC-ify”, and we mobilize, and there’s nothing wrong with any of these attempts to engage our learners in learning. Could it be we’re chasing the wrong rabbit? Or maybe we’re chasing the right rabbit but there is a more effective way? Read more…
GARY WISE
Organizational Change Agent &
Workforce Performance Strategist
Effective knowledge transfer, the primary objective of training, does not actually achieve the business goal of COMPETENCY – instead training only drives POTENTIAL. Competency is only reached over time at a new, post-training ground zero – the point-of-work.
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The current Training paradigm can no longer keep pace with the velocity of business demand and the continuous nature of change; especially when demand and change are both manifesting exclusively at the point-of-work.
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The rules of engagement to sustain workforce capability have changed –
so too must our paradigm.
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A Performance Paradigm represents disruptive innovation with direct implications on sustained workforce capability on a continuum that spans from point-of-entry to the point-of-work.
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Are you ready to make the shift?
More importantly...
Are you at a state of readiness to adopt Change?
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We should chat!
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