The DRIVER Learning Performance Solution Discipline is based upon an expanded hybrid of discovery, agile design methods/tactics and 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 benchmarking from LPA Discovery to construct a Learning Performance Road Map. The Road Map provides high-level design prioritized based upon Critical Business Issues identified during LPA 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.
The 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 LPA.
The 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 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 Learning Performance Assessment (LPA)
- 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 Learning Performance Road Map
- Competency Alignment
- Solution Scope for an Holistic Learning Performance Continuum
- Utilize Concepts of 70:20:10 Model
- 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 Guidance (DPG) Assets
- Agile-Compatible Content Design with Rapid Development
- Feedback Loop Supporting Iteration Refinement Best Practices
- Deployment via DPG 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 DPG 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 “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 DPG Assets in Formal Learning
- Enable Scalability
Adoption of the DRIVER Learning Performance 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 Learning Performance 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 – Learning Performance Assessment (LPA) to determine readiness, expose gaps, and map a path forward.
See the Learning Performance Assessment for details.
See Engagement for details on Learning Performance Paradigm adoption options.
Click Contact to begin an exploratory conversation.