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…)
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…
Friday afternoon I had one of those moments where “poking the bear” was top of mind. The thoughts that surfaced triggered a brief paragraph-sized post…launched around 2:00 PM ET on Friday…10,017 views as of noon Saturday and some great dialogue still underway. “Why poke the bear?” or maybe, “Who is the bear?” Funny thing, the bear is not a “who” as much as it is a “what”. The bear is a myth. that many organizations at the enterprise level must overcome…simply put, it’s a blind spot. The bear is a…
There’s a really good chance this title will “poke the bear” but then maybe the bear needs a little poke. After 35+ years in corporate L&D, I look back and see the first 20+ doing excellent work as a sales trainer and in various team and senior leadership roles yet only managing to amass an impressive string of failures. Not failures in producing top-drawer learning solutions; rather, failures in NOT consistently accelerating productivity at Point-of-Work. My “poke” surfaced during a successful first-of-four phases of SAP deployment followed by a botched…
In this snippet of the Point-of-Work Assessment methodology we focus on Systems (which may include multiple enterprise systems, software apps, and "human" systems) utilized to accomplish work…and…Technology utilized by Knowledge Workers as they accomplish task-level work activity that requires interfacing with any combination of their work systems (which may include mobile phones, tablets, desk-top computer, and other hand-held devices). Productivity Acceleration Technology and the implications to L&D represent the primary focus in this document (See Figure 1) and the importance of WHEN & HOW it is introduced to the Knowledge…
As we progress through the Point-of-Work Assessment, in previous snippets we’ve considered performance attribute clusters specific to Environment & Culture – People & Capability – Workflows & Processes. Hopefully, you’ve seen a degree of overlap and interdependencies among these three clusters. This snippet describes the importance of Content & Resources the Knowledge Worker relies upon to optimize their individual performance at the task-centric and role-specific levels. Assessing attributes across critical Content & Resources overlaps directly with Workflows & Processes although is more specific to efficient accessibility and effective application at…
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…
In my most recent Point-of-Work knowledge share with the Western Michigan ATD Chapter in Grand Rapids, Michigan, I confirmed successful implantation of a few seeds of new thinking and more than a few seeds of reflection that said, “Holy new paradigms, Batman!” I saw evidence of more questions than could be addressed in our short time together. One unasked question showed up on faces when I mentioned the significance of determining ‘interdependencies’ in a learning performance ecosystem when pursuing a Point-of-Work Assessment (PWA). “Why is that important?” was the unasked…
There were 22-souls in the breakout session looking at me expectantly. It was 4PM of day 2 of LSCon in Orlando, and they were as fried as I was. At least we were only 60-minutes away from adult beverages in the networking event to follow. The butterflies were in my belly as usual, but I’d at least succeeded to coax them into flying formation and pulled the trigger, “How many of you here today feel your organization has a dynamic learning performance ecosystem in place today? By show of hands…how…
March 11, 2019 - by Gary G. Wise Saturday evening a thought crossed my mind and I posed it as a question on LinkedIn. As of this Monday morning, over 2,700 views indicate that maybe I’m not alone with this same thought. Here is the post from Saturday – “What if we broke tradition and L&D became Learning & Performance...L&P... where the focus was zeroed in on performance results at Point-of-Work where real results matter?” Comments and dialogue threads are all positive and encouraging enough to convince me a strategic…