7-Right Things Road Map for Sustained Workforce Performance

My most recent post addressed the concept of ACCESS to working knowledge at the Moment of Need and often at the Point-of-Work as being essential to drive tangible business results. In that post I included a list of 7-Right Things that, in essence, provide a road map of sorts to accomplishing holistic discovery and support for intentional design. Unlike the narrow scope of a Training Needs Assessment, tracking down the truth behind the 7-Right Things enables us to include the entirety of the learning and performance ecosystem we should be…

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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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Going Ninja & the Covert Art of Hiding 70:20:10

After surviving in the L&D profession for over thirty years, I continue to ponder what is it going to take to trip the trigger that deploys the training air bag? C’mon, man! We’ve tried everything known to humans so far…we gamify, we MOOC, we micro, we burst, we space, we go virtual, we go mobile, we asynch, bi-synch, tri-synch, and…and…and it’s still training, and we continue to follow the same road map to achieve the most effective training outcomes using myriad methodologies and technologies. How many times will we endure…

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Training Is Not “Predicament-based” & That’s a Predicament

It’s funny how the craving to grind out a new blog post is often flung upon me by falling into a collegial scrum triggered by a well-written article. In this case, the article was an ATD post I totally missed that surfaced back in February - The Future of Learning Is Not Training. What tripped my trigger was not the article but the reader comment thread attached in one of the LinkedIn groups I follow. As is my usual practice, I read the comments first…and then got sucked into the…

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Have You Discovered Your Discovery Gaps…Yet?

This title does not represent a casual suggestion; rather, it conveys some urgency that directly impacts any L&D Performance Solution you attempt to build. So…if your L&D practice is primarily oriented toward building only training solutions…and have no inclination to build anything else…then this post will be the equivalent to sand in your shorts. On the other hand, if the solutions you seek to build are directed toward driving and sustaining workforce performance at the Moment of Need and at the Point-of-Work, you may discover you have a discovery gap…

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

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?

<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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The Consistency of Disruptive Innovation

One of my favorite movies of all time is “Little Big Man” starring a very young Dustin Hoffman who was abducted as a toddler by Indians…yes, I know, Native Americans. He grew up through childhood to become a young adult brave, and had an adopted grandfather who was also the tribal medicine man. Whenever he was confronted with a challenge growing up the old man would always say…sweeping his arm wide, “Endeavor to persevere!”. When confronted with people who seemed bent on destroying him, the advice given by the old man…

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Onboarding Vs. Waterboarding: Is There a Difference?

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

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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