Workforce Productivity Advocate – Mentor/Coach – Change Agent
Speaker – Blogger
After my third HR-based L&D reduction-in-force event in seven years…I’m done.
However…
I’m not “done” with the pursuit…or the passion…or the conviction…of hard-earned beliefs that SUSTAINED WORKFORCE PERFORMANCE at the Point-of-Work is the brass ring all organizations seek…and sadly traditional Training methodologies alone cannot adequately deliver the mail…
I’m a Performance Consultant/Productivity Strategist at the core, and as a newly semi-retired entrant in the “gig economy”, I’m convinced there is an acute need for Learning & Development (L&D) teams to have step-change solution architects with evolved discovery skills shaped by several core principles I’ve gained over 30+ years of operational L&D experience.
The following are core principles I’ve witnessed as essential in my own experiences:
• 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 and often in live Workflows!
• 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 discovery skills/methods & technology enable sustainable step-change!
• Training Needs Assessments address only 1/6th of the learning performance ecosystem (See Figure 1)
• Point-of-Work Assessments (PWA) address the additional 5/6ths of the ecosystem
• Never confuse “ready” with “readiness”…discover which defines your team first!
Figure 1
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 Living In Learning Blog, 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 Assessment (PWA) Discipline consider me as a resource to complete a Point-of-Work Readiness Assessment to establish current state of readiness and assist in mapping step-change strategy and planing to fully adopt and sustain “readiness” on your own internal team.
Let’s have an exploratory conversation!
Take good care!
G.
CONTACT:
gdogwise@gmail.com
Mobile – (317) 437-2555
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…