Point-of-Work Strategy Mentor/Coach – Change Agent
Workforce Performance Strategist – Tenured Performance Consultant
Speaker – Blogger – Storyteller
After my third HR-based L&D reduction-in-force event in seven years I’ve decided I’m done. However…
I’m not “done” with the pursuit…or the passion…or the conviction…that SUSTAINED WORKFORCE PERFORMANCE is the brass ring all organizations seek…and that traditional Training methodologies alone cannot deliver the mail…
I’m a Workforce Performance Strategist at the core. As a new entrant in the “gig economy”, I’m convinced there is an acute need for every L&D team to have step-change architects with evolved skills grounded in a few core principles 30+ years of operational L&D experience that are future facing and no longer a luxury to be without. The following are core principles I’ve witnessed as essential up close and in person:
• Training does NOT drive Performance…it drives POTENTIAL!
• Measurable Performance only manifests at Point-of-Work!
• The workforce succeeds and/or fails at Point-of-Work!
• Point-of-Work is out of scope for most HR-based L&D teams
• Point-of-Work should be IN scope; in fact, it should be ground zero!
• Evolved skills, methods and technology are essential for sustainable step-change!
• Training Needs Assessments address only 1/6th of the learning performance ecosystem
• Point-of-Work Assessments (PWA) address the additional 5/6ths as well
• Never confuse “ready” with “readiness”…discover which defines your team first!
There’s more…but if any of these core beliefs feel like a call-to-action, we should at least have an exploratory conversation.
Please consider following my blog, Living In Learning, for a look behind the curtain!
Finally, thank you to those of you who already follow me in my network circles and for your support.
If your organization is “ready” to pursue a Point-of-Work Solution Discipline consider me as a resource to assess and map a path to “readiness” to sustain your efforts.
Let’s have an exploratory conversation!
Take good care!
G.
CONTACT:
gary.wise@humanperformanceoutfitters.com
Mobile – (317) 437-2555
Twitter – @gdogwise
Web – Living in Learning
LinkedIn Profile
SPECIALTIES:
• Point-of-Work Strategy Assessments
• Performance Consulting & Related Skill Workshops – Coaching & Mentoring
• Point-of-Work Technology Requirements Evaluation
Am amazed every day…glad the words served a purpose for you! Take good care!
G.
You are very welcome, Jane!
Amen, brother!
Heath, love your comment. I considered the loss of work as a potential outcome, but am still waiting for that shoe to drop. If/when it does drop there is far greater work to be done.
Take good care!
G.
Really good question, Jason! I rarely do anything in a paragraph, but will take a stab at answering you.
I think deploying strategy is the process of identifying, aligning and developing the framework of strategy with the intent of reaching those associated performance goals and outcomes. Implementation of strategy is executing that strategic plan that was developed. I would suggest there is a third component called “adoption” that addresses the routinization of the implemented plan to the point of sustainability. Even successful implementation can fall short if we do not press onward through effective change management principles to reach full adoption. Ultimately, I believe that should be the ultimate goal. That represents my $.02. And it is amazingly within a single paragraph. Think I might have pulled a hamstring or something…
Thanks…am still icing that hammie!
Am actually thinking about a post that your question triggered…so this is all your fault…