Embedded Performance Support & Scaling to Successful Implementation

Implementing Embedded Performance Support [EPS] can be as daunting a task as eating an entire elephant. Not sure I’d ever want to eat an elephant, but if I did, it would be one bite at a time versus scarfing down the whole thing. One bite at a time rings true for implementing EPS as well. Keep in mind that EPS is not a technology [though technology may well be part of the effort]; EPS is a discipline. (more…)

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Embedded Performer Support [EPS] Implies Intentional Design

Embedded Performer Support [EPS] is a discipline that has implication to any instructional design model you choose to use. Some training purist are fans of the tradition ADDIE model while other use SAM and numerous permutations that, for the most part, mimic what’s at the core of ADDIE since its inception. My point is that it’s not the tool; it’s how we apply it that matters most. Regardless of ISD methodology we will see considerably more iteration, concurrent development, and rapid development prototyping. This post is not intended to change…

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Performer Support and the Two-Finger Wave

In my current role, I work in a virtual environment that is strategically located between corn and soy beans in the rolling hills of southeastern Indiana. Driving narrow, rural country roads to breakfast at the local truck stop this morning, I encountered numerous other pick-up trucks. Yes, I drive one too, but no rifle rack, nor is there a confederate flag in the back window. You might be asking yourself what any of this has to do with Performer Support. Answer: Plenty (more…)

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Selling Performance Support In-House

As is often the case, a previous blog triggers a great question that shines the light on something I either missed or have not yet spent any time developing. Several folks I’ve recently talked with have expressed concerns and asked for ideas on how to get their leadership off the dime about considering performance support as a strategic issue for the organization. My gut reaction is this – performance support (PS) is too closely tied to training. (more…)

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Assembling the Performance Support Strategy Puzzle

It’s hard to find any one thing in my career in corporate learning more satisfying than the recent buzz surrounding Performance Support (PS). In some ways, I can extract a sense of validation out of the rise in importance of something that has been around for years. I say validated because I’ve been an advocate of PS since being bulldozed by hiring into a company well into their third wave of a SAP implementation. Those were the days that stoked the fire in my belly to defend myself with a…

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What Blocks Performance Support from Becoming a Strategic Initiative?

This title implies that performance support is not strategic. The question I am convinced we need to address is this, “Why not?” Perhaps a better title would be, “Whadaya Need, a Knock on the Head?” Maybe I’m all raked up in a pile over this because I’ve witnessed performance support make a tangible difference in previous lives. Back to the question, “Why not?”  Here’s something radical…methinks it’s the stink rubbed off from Training. (more…)

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Bloomfire’s Interview on T&D’s Role in Performance Improvement

This is an interview by Bloomfire I participated in almost two years ago that just resurfaced on their blog. I think the relevance is timely and worth sharing again for those who missed it. The basis for this dialog centers around how the T&D role is being stressed to meet the new learning demands of business and some thoughts on what to do about it. (more…)

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Training Needs To Get Plucked

<RANT> Did any of you read the article posted at Chief Learning Officer’s site, “When Employees Hack Learning – and Why That’s a Good Thing”? If not check it out – short and sweet – and right on the money. Evidence of this "hacking" also shows up as something that many LMS administrators see in their reporting summaries as a negative signal – Course Incompletions – courses forever in “In Progress” status, and likely never to be completed. This is NOT a negative indicator of the value of training content,…

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Admiring the Problems of Our Own Success

I just stepped out of another awesome dialogue that has triggered another post. A two-part question was asked about “How to influence our training peers to step away from antiquated practices” ...AND... “How to demonstrate to senior leadership that there is a better way to drive performance”. I think both parts of that question are essential and foundational to getting us out of the current practices that are so dangerously embedded. I say “dangerous” because both training budgets and jobs are at risk if we cling to status quo. Until…

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Myopic Vision Limits Training Effectiveness

Once again, I find motivation flung upon me to grind out a new post based upon an awesome question asked this morning in one of my networking groups. The question, “Do we see a myopic view by training [L&D] limiting training’s impact?” And a second part, “What do we need to do to overcome it?” One response suggested it was not so much “myopic” as it was “funnel vision!” I heartily agree, and on either view [sorry…], if our vision does not peek through a more holistic lens to view…

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