POINT-of-WORK: Optimize the ENTIRE Ecosystem with Intentional Design

Once upon a time I was under the influence of learning technology; strung out on LMS. It was a relentless addiction to the perception that training drove performance outcomes. It’s all my team could think about, and it was all our stakeholders could think about. Everyone encountering a performance challenge wanted TRAINING. If the desired performance did not result, we obviously needed more, better, faster training. In reality, the only two things we ever came close to optimizing were Bob Mosher’s first two Moments of Need…NEW & MORE, and the…

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PERFORMANCE SUPPORT: Questions, Questions & More Questions

Momentum to accept the validity of performance support has been a long time coming as evidenced by a dramatic increase of articles advocating more L&D attention targeting performance outcomes. Unfortunately, the attention given is still largely skewed toward innovative learning solutions in the training environment. That’s not altogether a bad thing; however, it’s not enough when the measurable results we seek are found at Point-of-Work where the key driver is effective application of performance support. Methinks part of that dilemma is a result not of the discovery questions asked, but…

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DRIVER – A Repeatable, Agile, Discipline to Enable Learning Performance Guidance

Point-of-Work (PoW) is where measurable business outcomes are generated...or they're lost…if not lost...compromised. I hope you can agree that Workforce Performance has a direct line to productivity and profitability at PoW. That single fact seems straight-forward to this camper and that if we truly seek positive business outcomes as our end-game, shouldn't we focus our discovery and solution designs there first? It only took me 20 years to shift my thinking…and my results. (more…)

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Driving Performance Guidance @ Point-of-Work

Would you agree that organizational leadership at all levels seek positive, sustainable performance outcomes from their workforce?  It is likely safe to assume that this is a unanimous quest, and many activities target this coveted objective. And yet, one of the key business partners, Learning & Development (L&D) continue to reach this objective with a limited Training Paradigm. L&D is accomplishing an old school objective of transferring knowledge and skills. The result? Though well-intended, the result can only ever contribute to one deliverable – POTENTIAL! (more…)

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Engagement Lacking? Try Enabling the “DO” at Point-of-Work

Each morning’s routine involves a high dosage of caffeine to wash down my bacon and a bit of trolling LinkedIn and my networking groups for validating data that I’m not crazy. Some of you who read my blog regularly may have the opinion I’m fighting a losing battle, but honestly, I am crazy – crazier than a rat in a tin can, but “my crazy” is based on an unrelenting passion around evolving thinking in L&D to include Point-of-Work (PoW). (more…)

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Behind the Curtain of a Point-of-Work Assessment (PWA) Methodology

We’ve all completed Training Needs Assessments and designed solutions that embrace all manner of innovative learning blends. We’ve “Micro-ed”, MOOCed, Virtual delivered, Simulated, and who knows what else to create sexy sizzling training content that is well-intended and yet only produces…wait for it…POTENTIAL. Quite honestly, “nobody’s done nothin’”…yet…no value-producing business outcomes have been generated until the learner/performer arrives on the job [Point-of-Work] and executes at the task level. Performance manifests only at Point-of-Work (PoW). Why bother to assess training needs when the real value we seek takes place downstream…after training…

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L&D: Chasing Right Outcomes With Wrong Outputs

One never knows how having a good conversation with a friend and respected colleague like Mark Britz can uncork a brilliant idea for a blog post that I had not planned to write. We were discussing the painfully slow adoption by L&D organizations of the illusive performance paradigm. We both blog and always search for the right words, and that’s when Mark dropped a statement that flung a craving on me to write this blog: “L&D is chasing the right outcomes with the wrong outputs!” (more…)

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Point-of-Work & ADDIE? Say It Ain’t So…

My recent post  “70:20:10 – Myth or Legend?” roused a few readers to offer up some really solid comments, and there were a few that left me feeling like I was at a NASCAR race and just shouted “Ford Rules!” Now if you’ve never been to a NASCAR race, let me tell you this about that…every fan has a favorite make of car and nothing shall come between them and their brand…except maybe a case of Budweiser! And so it seems is also true with training design models. And rumor…

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What About the Other 95%?

Several years ago I had the privilege of being invited to sit on a panel discussion called “The Future of the Business of Learning”. Josh Bersin was one of the other panelists and shared some interesting data that validated my passions around pursuit of a performance paradigm. Josh shared that, on average, we spend about 5% of our 2,000 hour work year in some form of formal training…that’s about 100 hours.  For some industries, that’s high…but hey…it wasn’t what Josh shared…it’s what he did not share. A little math took…

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Is Managing Learning Enough…Or Is Broader ACCESS the End-Game?

Actually it’s NOT an either or question, but…I must add to the title right up front to provide a hint of where I’m going…ACCESS is not exclusive to learning. A few years back I was at a Masie conference and was blessed to sit in a breakout session featuring Larry Prusak, a former IBMer, billed as a Knowledge Management guru. I was on an L&D oriented mission to find a short cut to “knowledge assets” because our LMS was the equivalent of a black hole. (more…)

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