DRIVER – Point-of-Work Solution Discipline

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.

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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.