The DRIVER Point-of-Work Solution Discipline is based upon an expanded hybrid of discovery, agile design methods/tactics and delivery technologies that extend reach to Point-of-Work and moments of need to address task-centric, role-specific demands that manifest real-time within workflows.
DRIVER, as a discipline, does not promote “one-and-done training projects”; instead, DRIVER is aligned with a Learning Performance Continuum that tracks with the workforce on their journey to competency from Point-of-Entry (onboarding & new learning) to the ultimate destination Point-of-Work (sustained, competent performance).
DRIVER targets Point-of-Work as ground zero and utilizes current state bench marking from PWA Discovery to construct a Point-of-Work Solution Road Map. The Road Map provides high-level design prioritized based upon Critical Business Issues identified during PWA alignment and execution.
Intentional Design does not promote any single proprietary methodology; rather, it enables the organization’s design resources to leverage any agile-based methodology of choice. 70:20:10 or APPLY Synergies’ “Five Moments of Need” represent two leading agile methodologies, both compatible with an agile, iterative approach that can support asset Validation during development.
Evidence phase enables capturing Level 3 (measurable performance impact) and Level 4 (financial business impact) analytics that manifest only at Point-of-Work. Evidence analytics are identified and validated during the alignment and execution of the PWA.
Replicate phase is a critical discipline component that supports cross-pollination of performance assets within learning opportunities as well as Point-of-Work application. Additionally, Replicate serves as a framework for rapid reuse, content management and sustainability of all learning performance solution assets.
Following are additional details specific to the elements of the DRIVER Discipline:
- “D” Discovery – Holistic Point-of-Work Assessment (PWA)
- Strategy & Business Goal Alignment
- Mapping Ecosystem Interdependencies (Ripple Effect)
- Critical Business Issue (CBI) Prioritization
- Task-centric, Role-specific Workflow/Process Assessment
- Root Cause Determination
- Evidence of Impact Criteria Verification (Level 3 & 4 Analytics)
- “R” Roadmap – Ecosystem-wide Point-of-Work Solution Road Map
- Competency Alignment
- Solution Scope for an Holistic Learning Performance Continuum
- Utilize Concepts of 70:20:10 Model or other agile design methodologies
- Map Change Management Communications
- Collaboration Source for Design/Development/Delivery Brainstorming
- “I” Intentional Design – Evolved Scope for Holistic Learning Performance Continuum
- Integration of Learning w/ Digital Performance Support (DPS) Assets
- Agile-Compatible Content Design with Rapid Development
- Feedback Loop Supporting Iteration Refinement Best Practices
- Embedded learning asset deployment & contextual performance support delivery via DPS Technology
- “V” Validate – Confirming “7 Right Things” Addressed Adequately at PoW
- Accessibility by End-User @PoW
- Task-Relevance @ Moment of Need
- Effectiveness @ Moment of Need @ PoW
- Confirmation of Test/Pilot Assets Via DPS Feedback Loop from Users/ SMEs
- Source Data to Support Asset Refinement Iterations
- “E” Evidence – Performance Impact Analytics Acquisition
- Execution of Business Impact Evaluation Plan defined in PWA “Discovery”
- Acquisition of Data Targeting Levels 3 & 4 Impact Evidence
- Identify Potential Integration with xAPI Dashboards
- Analytics to Confirm Business Impact for Leadership Reporting
- “R” Replicate – Support “Create Once – Use Many Times” Development Tactics
- Rapid Content Management & Maintenance
- Leverage Agile Content Asset for Rapid Re-Use
- Seamlessly Re-Deploy Assets Across Ecosystem
- Embed DPS Assets in Formal Learning
- Enable Scalability
Adoption of the DRIVER Point-of-Work Solution Discipline carries with it the potential for CHANGE at multiple levels within the organization. The degree of CHANGE is a function of organizational and cultural readiness ranging from tactical in-house skill sets, available technology capable of supporting performance guidance, to strategic leadership buy-in to the implications of a paradigm shift to Point-of-Work from the familiarity and comfort of an embedded Training paradigm.
DRIVER adoption requires a leadership-level strategic re-think – a commitment to fill/update tactical skill gaps within supporting Training resources – and potential integration of technology as the Discipline matures to enable solution delivery for the workforce at Point-of-Work and moment of need.
Is your organization “ready” to shift to new discipline and paradigm, or is your organization at a state of “readiness”to make the shift? Making the decision to pursue a paradigm shift of this nature should begin with being “ready” to assess your “readiness” and build a migration strategy to survive the journey to an optimized and sustainable Learning Performance Ecosystem.
A logical first step – Point-of-Work Assessment (PWA) to determine readiness, expose gaps, and map a path forward.
See the Point-of-Work Assessment for details.
See Engagement for details on Learning Performance Paradigm adoption options.
Click Contact to begin an exploratory conversation.