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.
This 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…offering 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…and this shift must be backed up with 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 six key categories of performance restrainer attributes found in every learning performance ecosystem.
The PWA is not a Training Needs Assessment; the core discovery question set is different. Despite the differences, PWA discovery findings include information essential for informing knowledge transfer needs. Additionally, discovery details are critical to support intentionally designed solution components required for workforce moments of need at Point-of-Work.
Primary Performance Objective
To effectively coach a new Conversation to promote holistic Assessment techniques to build a Learning Performance Solution Road Map
informing 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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