Who is Gary Wise?

Performance Strategy Mentor/Coach – Change Agent
Workforce Performance Strategist – Tenured Performance Consultant
Speaker – Blogger 

Open to opportunities to support organizations hungry for a step-change in their current L&D strategy to move beyond traditional limits to include a performance discipline enabling sustained workforce capability.

Why does this matter?

Training does NOT drive performance…it drives potential!

If you truly seek to drive performance…it only manifests at the Point-of-Work!

And so…your L&D strategy should consider Point-of-Work as ground zero. Unfortunately, ground zero lies outside of the traditional L&D scope and charter…and often the skill sets…of many L&D organizations.


Assess your organization’s L&D readiness to adopt a performance approach…and then get the coaching and guidance to enable the skills, methods and technology blend needed to operate effectively at the Point-of-Work…and…more importantly be viewed as an essential and trusted business partner with the operational side of your business.

Look to an experienced L&D performance consultant with the ability to assess readiness and make recommendations to close skill, method and technology gaps in the adoption of a performance discipline.

Having successfully navigated Performance Paradigm adoption, I am confident and convinced that sitting amidst the mire of things remaining unchanged transforms nothing. That said, I caution that assumptions of “being ready” to make changes and actually being at “a state of readiness” to make changes…should never be confused.

Thank you to those of you in my network circles for your support. Stay in touch, consider me as a resource to keep moving the “performance needle” forward!

• Workforce Performance Strategy Assessments
• Performance Consulting & Related Skill Workshops – Coaching & Mentoring
• Organizational Change Management & Change Leadership Coaching
• Learning & Performance Technology Evaluation & Vendor Selection

Mobile – (317) 437-2555
Twitter – @gdogwise
Web – http://www.workforcecapability.com
LinkedIn Profile

  1. June 5, 2014 at 12:34 pm

    Am amazed every day…glad the words served a purpose for you! Take good care!

  2. August 18, 2014 at 1:08 pm

    You are very welcome, Jane!

  3. May 21, 2015 at 2:50 pm

    Amen, brother!

  4. July 8, 2015 at 11:54 am

    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!

  5. September 7, 2015 at 8:45 am

    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…

  6. September 7, 2015 at 9:51 am

    Thanks…am still icing that hammie!

  7. September 7, 2015 at 9:52 am

    Am actually thinking about a post that your question triggered…so this is all your fault…

  1. February 19, 2013 at 6:25 pm
  2. August 1, 2014 at 8:29 pm

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