Adopting the Point-of-Work Discipline and integrating the PWA Discovery Methodology implies changes in thinking for not only L&D but for the operational stakeholders we serve. Those changes require a compelling statement and visualization of the organization’s current state critical to facilitating new and different conversations.
Typically, basic skills exist; however, engaging a coach or advisor can bolster skill gaps and enable effectiveness. Some organizations integrate productivity strategists, performance strategists, and/or performance consultant roles to build internal partnering relationships. The skill set required requires operational business savvy/acumen sufficient to have meaningful conversations with operational stakeholders. How to handle these conversations often benefits form coaching and advising to develop and leverage these foundational capabilities.
Coaching on Assessment, Analysis & Application
The Point-of-Work Assessment (PWA) is top-down from Leadership roles to Individual Contributors to establish and validate current state and identify viable targets for task-centric and role-specific investigation within the cascade of participants assessed.
PWA findings enable comparison of:
- Leadership perceptions, assumptions and hypotheses related to current state performance challenges with…
- Individual Contributor experiences based on Point-of-Work performance restrainer realities to either confirm Leadership survey responses and/or…
- Validate the existence of performance gaps that trigger deeper assessment to identify root causes that serve to…
- Build a Learning Performance Solution Road Map for pursuing subsequent agile intentional design efforts
Coaching on the Art of Changing the Conversation
Operating effectively with business stakeholders at Point-of-Work involves integrating a discovery methodology that addresses six key categories (shown in Figure 1) 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 for intentionally designed solution components to address workforce moments of need directly in the Workflow at dynamically changing Points-of-Work.
In order to be effective at Point-of-Work with operational stakeholders, the routine L&D conversation needs to shift beyond traditional Training Needs Assessments. Building a new, more business-relevant persona is essential to be successful at expanded discovery at Point-of-Work. Operational stakeholders unfortunately view L&D as “Training” resource versus an “Operational Business Partner.”
This embedded paradigm that L&D must overcome is based upon the long-held myth that training drives performance. L&D often is guilty of beliving the same myth. Training does NOT drive performance. Instead, Training contributes only to potential. True performance only happens at Point-of-Work and that is why we must break the myth.
This is the crux of a different conversation to break through the myth.
That reality is at the core of a strategic re-think and our business stakeholders have never/rarely heard this conversation. It must change, and L&D must become the source of that change…offering a different conversation. The Graphic in Figure 2 shows a current state summary of Attributes restraining performance revealed by PWA methodology.
Coaching on Defining Measurable Business Impact
Coaching/Advising is also 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.
These KPIs represent post-training performance at Point-of-Work and are essential both well before design decisions are made as well as post implementation to ensure optimization across worker roles at the task level.
The PWA methodology keys on benchmarking current state metrics and measures to validate accuracy and business relevance for defining future state analytics that highlight measurable evidence of business value and impact.
Coaching Performance Objective
To effectively coach and enable a new Conversation…
to to apply holistic Assessment Discovery Techniques…
to inform Intentional Design Practices…
to produce Learning Performance Assets…
accessible and deliverable at the Moment of Need directly into the Workflow
to produce Measurable Evidence of Performance Outcomes…
within the active dynamics found only at the…
- Don’t need a PWA Workshop? PWA coaching/advising is available for individuals or small teams
- Coaching/Advising is available at $80/hour with a five-hour minimum
I welcome you to click Contact to initiate an exploratory conversation!