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Archive for the ‘Sustained Capability’ Category

“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…

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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 3 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…

What About the Other 95%?

August 23, 2017 4 comments

Several years ago I had the privilege of being invited to sit on a panel discussion called “The Future of the Business of Learning”. Josh Bersin was one of the other panelists and shared some interesting data that validated my passions around pursuit of a performance paradigm. Josh shared that, on average, we spend about 5% of our 2,000 hour work year in some form of formal training…that’s about 100 hours.  For some industries, that’s high…but hey…it wasn’t what Josh shared…it’s what he did not share. A little math took place in my head…and the rest is history… 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…

7-Right Things Road Map for Sustained Workforce Performance

May 25, 2017 Leave a comment

My most recent post addressed the concept of ACCESS to working knowledge at the Moment of Need and often at the Point-of-Work as being essential to drive tangible business results. In that post I included a list of 7-Right Things that, in essence, provide a road map of sorts to accomplishing holistic discovery and support for intentional design. Unlike the narrow scope of a Training Needs Assessment, tracking down the truth behind the 7-Right Things enables us to include the entirety of the learning and performance ecosystem we should be embracing with our solutions. This practice is critical given that training alone cannot drive performanceonly potential. Read more…

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