Coaching & PWA Skill Development

The PWA component of the Point-of-Work Solution Discipline – DRIVER represents a paradigm shift that is not nearly as disruptive to embedded L&D design and development methods as it is to the solutions that produce measurable performance results at Point-of-Work.

Coaching on Measurable Business Impact

Coaching is directed toward building solutions that yield measurable solution impact at levels 3 and 4. Often the desire to measure behavioral change and/or financial impact are virtually impossible to acquire because the discovery critical to identifying essential Key Performance Indicators (KPIs) are treated as an after-thought…or worse…never identified or benchmarked.

Coaching on Intentional Design

Coaching and skill development emphasis is placed on Discovery and Road Mapping as defined in the DRIVER discipline while maintaining compatibility with a variety of agile design methods and development capabilities. The key phrase here is “agile” and there are several like Five Moments of Need by APPLY Synergies, 70:20:10, and the Successive Approximation Model (SAM) by Allen Interactive.

The ultimate shift and coaching emphasis promotes a step-change in thinking – evolving solution design objectives from “instructional” to “intentional” where the primary “intent” is laser-focused on accelerating productivity that generates measurable evidence of performance outcomes at Point-of-Work.

Coaching on the Point-of-Work Conversation

In order to be effective at Point-of-Work with operational stakeholders, the routine L&D conversation needs to change. Building a new, more business-relevant persona is essential. Operational stakeholders view L&D as “Training” resource versus an operational business partner.

The embedded paradigm L&D must overcome is based upon the myth that training drives performance. It doesn’t. Training contributes only to potential. True performance only happens at Point-of-Work. That reality is at the core of a paradigm shift and our business stakeholders have never heard this conversation. It must change, and L&D must  become the source of that change…a different conversation.

Speaking with stakeholders in the context of operational business outcomes is foundational to shifting the L&D role from training order-taker to trusted business partner…another reason for developing the capability to measure evidence of impact at levels 3 & 4.

Coaching on the Art of Discovery

Operating effectively with business stakeholders at Point-of-Work involves integrating a discovery methodology that addresses the six key categories of the learning performance ecosystem and their relevant business performance attributes.

The PWA is not a Training Needs Assessment; the core discovery question set is different. Despite the differences, PWA discovery findings actually reveal the information essential for satisfying knowledge transfer needs. Additionally, discovery details are revealed supportive of intentionally designing  solution components required for workforce moments of need at Point-of-Work.

Primary Performance Objective

To effectively coach a new Conversation to promote holistic Discovery and techniques to inform a Learning Performance Solution Road Map that
informs intentional design practices that deliver productivity acceleration
and measurable evidence of performance outcomes at Point-of-Work

See Engagement for adoption options to enable a Point-of-Work Paradigm

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