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Implementing the PWA discipline requires enhanced discovery skills and evolved roles within the L&D team in collaboration with:

• Operational Stakeholders & Leadership
• Subject Matter Experts (SMEs) and/or Business Matter Experts (BMEs)
• Hands-on Performers functioning at multiple Points-of-Work.

This level of discovery is often out-of-scope and beyond traditional L&D skill sets and prompting the most critical question that needs an answer…

Is your team “READY” to pursue PWA methodology…
or at a state of “READINESS”to adopt & sustain PWA methodology?

A PWA Readiness Assessment represents a starting point to establish “current state” of L&D readiness to fully implement and adopt the PWA methodology for in-house application. In fact, the PWA methodology used for the readiness assessment is the same tool used to define current state readiness of operational stakeholders seeking to accelerate and sustain operational results.

PWA Readiness Assessment recommendations may suggest:

• Step-change shift in strategy & planning to re-orient solution emphasis from training to enabling sustainable, measurable performance outcomes
• Adoption of agile, intentional design methods & tactics that utilize methods like 5 Moments of Need
• Integration of Performance Technologies that are capable of supporting Workflow Learning
• Tracking new analytics that deliver tangible evidence of performance impact & accelerated productivity realized at Point-of-Work (Levels 3 & 4)

A road map essential to adopt and sustain the PWA discipline needs a current state benchmark. Trying to enable a step-change L&D strategy evolution without accurately defining current state is like attempting to use GPS mapping without the benefit of point of origin.

PWA Readiness Assessment Purpose

PWA Readiness Assessment methodology represents a precursor assessment to prioritize where specific intentional solution design should focus. Readiness is assessed top-down, whereas detailed learning performance solution design is a bottom-up activity based upon PWA readiness findings at Point-of-Work.

Bottom-up design becomes prioritized by PWA assessment findings to ensure accurate definition of specific Moments of Need within workflows and ensures optimized level of effort when creating solution assets. The design objective is to enable asset accessibility through Digital Adoption Solution technology and effective and efficient application in the workflow that accelerates productivity and measurable performance outcomes at Point-of-Work.

The PWA Readiness Assessment serves an identical purpose to two primary audiences:

• L&D Consulting and their task-centric and role-specific capabilities
• Operational Stakeholders and their task-centric and role-specific capabilities

PWA Readiness Assessment Phases

• Phase 1 – One-on-one or peer-level team engagement at senior leadership level having scope and authority to accomplish the following:

• • Participation in an Executive level presentation and discussion to establish Point-of-Work strategic vision and operational context to gain commitment and sponsorship to move forward.
  • Discuss current state performance alignments against existing goal expectations.
  • Share top view of known or suspected current state performance challenges and anticipated future state challenges related to execution of the strategic plan.
  • Share vision of anticipated future state performance capabilities, major initiatives or transformations, technology migrations, etc.
  • Identify current state Talent Development and Continuous Improvement initiatives.
  • Establish tactical prioritization and confirm points of contact for subsequent, downstream PWA discovery interviews, focus groups and/or surveys.
• Phase 2 – One-on-one or group mid-level/line management engagements having key functional stakeholder roles to accomplish the following:
  • Participate in discovery to address current state performance per functional role across relevant Attribute categories shown in Figure 1.
  • Provide root cause hypotheses regarding current state performance challenges; identify current steps taken toward mitigation; and results to date, if any.
  • Define current state training methodologies; needs assessment methods; design methods & roles; authoring platforms; delivery methods & technology; availability & access to business resources & information, performance support integration; information curation methods; actionable insight curation; distribution & archival protocols; taxonomy and metadata application practices; training content ownership & maintenance protocols; update notification protocols; etc.
  • Observations of current state training delivery sessions (if available) and/or access to relevant legacy training content.
  • Identify key Individual Contributor roles and/or functional L&D teams/groups for subsequent discovery interviews, focus groups and/or surveys.

Figure 1

• Phase 3 – One-on-one or peer level group forum interviews or surveys engaging Individual Contributors having key roles to accomplish the following:
  • Participate in/observe discovery interviews to address current state per functional performance role across relevant Attribute categories described in Figure 1.
  • Evaluate current assessment tactics and needs analysis methods.
  • Observe Instructor-led Training (ILT) or Virtual (VILT) if sessions available.
  • Determine degree of sharing legacy training content across current state delivery venues.
  • Degree of integration of performance suppport assets in formal training content and delivery venues.

Is the PWA Discipline right for your L&D team?

We should have an exploratory conversation to discuss options for defining “readiness” to take the first step in establishing a benchmark and planning considerations for CHANGE LEADERSHIP essential for a sustaining step-change in 2020. Click the contact link below to schedule a conversation.

CONTACT Living In Learning

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