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Tag: #pointofworkassessment

PWA Worksheets

February 3, 2023
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| Categories: Continuous Learning, New Books, Point of Work Assessment

Complete PWA Master Worksheet Template Instructions are found in Part Five of "Confessions of a Performance Ninja" at Amazon.com The Excel spreadsheet is not password protected and has nine (9) tabs. IMPORTANT NOTE: Before using this template, open it in Excel and immediately SAVE AS with a different filename (i.e., PWA Worksheet – WORKING COPY) so the Master version remains a true Master.  Any future update downloads will contain an Update Version # and retain this naming convention (PWA Master Worksheet Template – Version X.0). Always begin a new PWA…

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PUBLISHED…Finally!!!

January 15, 2023
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| Categories: Announcements, New Books, Point of Work Assessment

Confessions of a Performance Ninja: Optimizing Workforce Performance at Point-of-Work It feels good to look in the mirror and see an author grinning back at me. Yes, it officially happened yesterday…searching for “Confessions of a Performance Ninja” on Amazon, my first book appeared. This is a major milestone and another bucket list item to check off. My Learning & Development career has been filled with many things worthy of confession, especially my passionate pursuit of the “Point-of-Work Discipline.” (more…)

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POINT-of-WORK:  Throwing Good Money After Bad?

April 3, 2022
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| Categories: Change Leadership, Discovery & Consulting, Point of Work Assessment
Point-of-Work Dynamics

How do businesses react to the uptick in worker resignations? What are exit interviews revealing? According to https://www.hrcuity.com “Over 90% of Fortune 500 companies conduct exit interviews, yet just over 40% of them view the practice itself as successful.”  That is not good. According to https://wwwrecruiter .com, “Research suggests that exit interview participation rates are between 30 and 35 percent for paper interviews, and this number increases for online interviews. If your organization has 200 employees and 10 percent employee turnover, you might see about six completed exit interviews per…

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“Status Quomentum” – A Hidden Core Performance Restrainer

October 15, 2021
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| Categories: A Different Mission, Change Leadership, Point of Work Assessment, Transformational Change
Point-of-Work Dynamics

Yes, I have just coined a new phrase to highlight a common affliction within organizations often found lurking behind “resistance to change.” What parts of the organization? All of them, actually, but...the most capable entity in a position to overcome status quomentum is Learning and Development (L&D)...or it should be. In fact, L&D has unfortunately perpetuated the deeply embedded Myth driving status quomentum – Training Drives Performance. Because of that Myth, our operational stakeholders look to L&D (referring to us as the Training Department) for resolutions to their performance challenges…

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POINT-of-WORK: A Discipline That Evolves the Scope of Training

September 25, 2019
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| Categories: Five Moments of Need, Point of Work Assessment, Point-of-Work Discipline, Sustained Capability

Training? Are we Training or are we Learning & Development (L&D)? Depends who you ask. To our operational stakeholders we are referred to most often as “Training” not as “L&D”. Why? Mainly because of the long-held beliefs that “Training Drives Performance”. If an operational leader perceives a performance shortfall, “Call Training!” because that’s what we do. But what if the performance deficiency is not exclusively a knowledge or skills gap? Methinks L&D should STILL get the call…AND the request for training should be met with “Sure we can help with…

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POINT-of-WORK ASSESSMENT: Analytics & Impact

May 28, 2019
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| Categories: Analytics, Data Analytics, Learning Performance Ecosystem, Performance analytics, Point of Work Assessment

In this final snippet of the Point-of-Work Assessment methodology we focus on assessing the attributes of Impact & Analytics. Traditionally, we (L&D) do an excellent job of evaluating at Level 1 and often at Level 2 to document successful learning interventions. In reality, those evaluations only represent POTENTIAL since none of our participants have delivered any tangible business value or impact at Levels 3 & 4 which only manifest at Point-of-Work. Often, Levels 3 & 4 are defined in general, non-specific terms and represent a challenge when the business is…

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