Archive

Posts Tagged ‘point of work’

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

December 29, 2016 21 comments

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. Read more…

The Consistency of Disruptive Innovation

November 1, 2016 2 comments

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 was, “Tie ‘em up…shoot ‘em full of arrows…and drag ‘em all around!”…once again with the sweeping arm motion. For some reason, those words of wisdom have always stuck with me…sometimes to my detriment. Read more…

Onboarding Vs. Waterboarding: Is There a Difference?

September 20, 2016 Leave a comment

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? Read more…

Fixing Performance Should Trump Training as a Priority

August 29, 2016 Leave a comment

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. Read more…

Managing Change or Leading Change: Does It Matter?

July 28, 2016 Leave a comment

At first glance Change Management (CM) and Change Leadership (CL) may be considered interchangeable and simply more jargon used to confuse a familiar concept. Stay with me on this post as there is a significant difference when the end-game is the desire to create full adoption and sustained capability of any Change initiative.  Read more…

Define EPS Readiness Before Developing Strategy

July 7, 2015 7 comments

The discipline of Embedded Performance Support [EPS] is rapidly becoming an integral part of a dynamic learning and performance strategy. Adoption of this innovative and disruptive discipline represents an organizational change management initiative whether your organization consists of 50 or 500,000 souls tasked to generate sustained business value. The first question to pursue an answer is, Are you “ready” to adopt this discipline, or are you at a “state of readiness” to adopt this discipline? Too often I’m seeing a “ready” horse before a “readiness” cart because current “AS IS” state of readiness was not clearly defined. Read more…

Driving Performance with Extended Blend

June 29, 2015 1 comment

Permit me to open this post by dispelling the myth that we, as training professionals, hold as fact and have convinced our stakeholders over the years – training drives performance. Yes, it truly is a myth. And after thirty-some odd years in the corporate training business, I’m as guilty as any for perpetuating this myth, and, I might add, with boundless enthusiasm. In all honesty, training offered as a performance solution can only drive potential.  And we have readily available proof of this reality through solid evaluation practices at levels one and two. Sadly, no business outcomes have been…nor can they be…generated during the creation of proven potential during training. In fact, no evidence of sustainable capability at the point-of-work exists either. We seriously must consider this question, “Is the promise of potential enough?” Methinks not! Read more…

%d bloggers like this: