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…)

Read More

Behind the Curtain of a Learning Performance Assessment (LPA) 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…

Read More

Find, Build or Purchase Performance Consulting Skills Sooner Than Later

If the L&D organization could be seen as an archer their quiver would be filled with an assortment of learning solution arrows; some micro-learning, some adaptive, some virtual, some classroom ILT. The target toward which those arrows are fired represents the workforce. The ten-ring…the bulls-eye…on many of the targets may often represent the Point-of-Work. The tool used to ensure accuracy of those solution arrows is not the compound bow as you might think…it’s the performance consultant…who accomplished discovery to identify and prioritize the target(s) with precision of a Learning AND…

Read More

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…)

Read More

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…

Read More

True Confessions from a Performance Ninja

This is a true story. No instructional designers or facilitators were harmed...threatened a little...but not harmed permanently. It was a Monday morning. Early. I’d already sucked down three cups of coffee…not counting the venti bold with a shot on the way to work. I could no longer hear the ringing in my ears due to the buzz in my brain now masking all other real or imagined internal bodily noises. (more…)

Read More

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…)

Read More

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…

Read More

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…

Read More

Call Center Productivity Issues?  It’s About the Hands!

Over the last ten years or so I find my most meaningful work efforts seem to fall right smack in the middle of the chaotic environment of call centers. There seems to be no fighting the trend, and after drinking the Performance Paradigm Kool-Aid, I've come to the conclusion I'm right where I need to be. What follows is one story that has me totally convinced that the Point-of-Work...a.k.a....the Point-of-"The Call" is ground zero for a number of reasons. (more…)

Read More