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Tag: intentional design

INTENTIONAL DESIGN: It’s About Providing Support Under Fire

March 5, 2019
| No Comments
| Categories: 70:20:10, Intentional Design, Point of Work Assessment, Sustained Capability, Technology, Workforce Capability

This choice of title may be an indication I’ve been reading too many Alex Berenson novels, but it rang true this morning, so it is what it is. Intentional Design has nothing to do with “black ops” or covert military or clandestine operations: but I must confess there may be elements best executed more “covertly” than “overtly” at least until adoption has proven its worth with evidence of sustained impact. Intentional Design is NOT a new design methodology. We have plenty good ones…like 5 Moments of Need, 70:20:10 and SAM…

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

September 25, 2018
| 3 Comments
| Categories: Continuous Learning, Five Moments of Need, Learning Performance Ecosystem, Point of Work Assessment, Sustained Capability

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

October 30, 2017
| 13 Comments
| Categories: 70:20:10, AGILE, Data Analytics, Discovery & Consulting, Performance Assessments, Performance Support, Rants & Ramblings, Sustained Capability

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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INTENTIONAL DESIGN – Redirecting L&D Strategy to the Point-of-Work

August 1, 2017
| 10 Comments
| Categories: Change Leadership, Discovery & Consulting, EPSS, Performance Assessments, Performance Support, Performer Support, Sustained Capability

To some this may seem like more of a “mis-direction” than a re-direction. Redirection almost sounds like a course correction…and in many respects it is, but then I make that distinction from a previous life experience. Humor me for a minute for a quick story to make the point that L&D in some organizations has lost its way. Yes, it can happen, and this story tells of how that can happen through the eyes of an effective L&D team that was effectively undone. This “undoing” is the basis of my…

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Self-Directed Learning or Self-Directed Performance?

April 28, 2017
| 9 Comments
| Categories: Continuous Learning, Discovery & Consulting, Micro-Learning, Performance Support, Sustained Capability

Stumbled over a couple of great reads this week that flung a craving on me to share a few thoughts. There is no shortage of new innovation we seek to implement in our L&D discipline, and Micro-Learning is one of the most recent. Depending upon how one chooses to integrate "Micro-Anything", the results can range from truly innovative solutions to merely applying more lipstick on the training pig. (more…)

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Micro-Learning Is Bigger Than You Think…And Not Just For Learning

December 29, 2016
| 22 Comments
| Categories: 70:20:10, Continuous Learning, Learning @ the Point of Work, Mobile Learning, Performance Support, Performer Support, Rants & Ramblings

I was recently drawn into a discussion on LinkedIn while trolling one of my groups to comment on a topic “How long should micro-Learning be?” Great question and timely since micro-learning (ML) seems to be receiving a lot of press lately. My answer was simply, “It should be long enough!”  Hey now…that’s better than the stock performance consultant response of “It depends!” But it does depend…it depends on whether you are looking through a training lens or a performance lens. (more…)

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Are You Just Paying Lip Service to 70:20:10?

November 2, 2016
| 9 Comments
| Categories: 70:20:10, EPSS, Learning Ecosystems, Performance Assessments, Performance Support, Performer Support, Sustained Capability, Technology

<Rant  Alert> yeah…another one… Now why would anyone ask an accusatory question like that? Likely, no one would, but hey…check out this point of view. It might be a worthy question to ask given the failures of our current Training Paradigm to actually sustain workforce performance.  I mean seriously; based upon how we clutch our current Training Paradigm to our chests like a flotation device in a water landing you’d think workforce performance depends entirely upon our ability to capability. Sorry guys…the only thing we “train-in” is potential. Performance only…

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Onboarding Vs. Waterboarding: Is There a Difference?

September 20, 2016
| 1 Comment
| Categories: 70:20:10, Change Leadership, EPSS, Learning @ the Point of Work, Learning Readiness Assessment, Performance readiness assessment, Performer Support, Rants & Ramblings, Sustained Capability

Yes, this post is likely to morph into a rant; the first clue is in the title. Is there a difference between your onboarding process and the process of waterboarding? One uses water...and the other holds the new hire down and administers enough information at a continuous pace so they get the overwhelming sensation of drowning. Which one do you put your new hires through? (more…)

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Fixing Performance Should Trump Training as a Priority

August 29, 2016
| No Comments
| Categories: Change Leadership, Continuous Learning, Discovery & Consulting, EPS readiness assessment, EPSS, Performance readiness assessment, Performance Support, Performer Support, Sustained Capability, Technology

Why build training content as a priority if there is an asset you could build that closes an existing performance gap? I’m not saying “forget training”; rather, I'm suggesting that closing the performance gap should be FIRST PRIORITY. Designing and building an asset to support performance at the Point-of-Work is actually one of the first steps that shape the core premise of Intentional Design. (See Figure #1) AND...the asset may well wind up in Training...just not as a priority. (more…)

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Performance Support: Just Gimme Three Clicks!

April 1, 2016
| 4 Comments
| Categories: 70:20:10, AGILE, Change Leadership, EPS readiness assessment, EPSS, Learning Ecosystems, MOOCs, Performance readiness assessment, Performance Support, Performer Support, Sustained Capability

We see many articles these days lamenting the shortfall of employee engagement in the best efforts to develop and deliver compelling options to learn. L&D responds with shorter learning events. We gamify, and we “MOOC-ify”, and we mobilize, and there’s nothing wrong with any of these attempts to engage our learners in learning. Could it be we’re chasing the wrong rabbit? Or maybe we’re chasing the right rabbit but there is a more effective way? (more…)

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