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Focusing on a new ground zero - If we hope to move beyond potential, we must move beyond where we create it – during training events – whether the event is an exotic blend of ILT/web-based; delivered in a virtual synchronous venue; detached from linearity via the use of MOOCs; or pushed out to mobile devices; or shrunken in size to form micro-learning or bursted in small learning chunks; or whatever other label we attach to it. Whatever flavor of the day training may take; it’s still training. MORE
Performance support is anything that enables and/or accelerates speed-to-sustainable-performance, or speed-to-impact, or speed-to-productivity, or speed-to-competence, or speed-to-actionable-insight, or speed-to-any-damn-thing-that-drives-measurable-business-value. Accelerated Productivity Performance Insights Performance Support Point of Work Assessment Rants & Ramblings Sustained Capability performance insights performance support point of work assessment productivity acceleration MORE
My own gap for the first 20 years of my L&D career was never considering there was a need to engage at PoW. Training WAS the standard solution after all, so why look beyond the obvious? Obviously, our L&D team were more focused on efficiently and effectively transferring knowledge which by the way was what we were scoped and compensated to do. MORE
SEPTEMBER 25, 2019
I submit to you that we (L&D) need to shift thinking within the ranks of our stakeholders (and ourselves) to enable a different conversation. I’m not suggesting we back off Training; rather, I’m suggesting we confirm what restrainers behind the performance deficiencies are going to be resolved by Training. I firmly believe L&D’s role should be to confirm what knowledge and skills are appropriate to include in a solution and what performance restrainers are present that do not. MORE
We (L&D) could prove knowledge transfer…also known as “potential”…at completion of our learning events, but we were not focused on nor were we equipped to implement that learning downstream at Point-of-Work where “effective and sustainable performance” SHOULD manifest. Just ask the Help Desk staff blown out with an avalanche of post-training questions. Just ask the Procurement staff pulled off task to isolate and recycle bogus requests due to data field entry errors. MORE
So…does Intentional Design threaten the ID role? Just the opposite - it expands the role into new asset development that can be re-used or re-purposed to decrease actual development time by following a Create Once – Use Many Times mindset. In some ways one could consider intentional design as replacement therapy…replacing long-form learning with short-form solution assets that can serve multiple roles both at Point-of-Work (Moments 3,4 & 5) and at Point-of-Entry (Moments 1 & 2). MORE
This post is now an eighth annual event I usually post on Maunday Thursday to lift up Good Friday and what it now means to me. The original posting was also on a Thursday seven years ago, and I was reflecting on the eighth version for this upcoming Good Friday from within the chaos of. Continuous Learning MORE
If I had the opportunity to be CEO for a day, I’d blow the doors off the existing Learning/Training paradigm and shift my CLO out from under the HR umbrella or create a role and align them as a direct report…with the title of Chief Capability Officer (CCO). Place the CCO over the Office of. Accelerated Productivity Discovery & Consulting Point of Work Assessment Sustained Capability #performanceoutcomes #pointofworkassessment #paradigmshift #pointofwork MORE
Downsized three times in seven years. Because we could not show bottom line value creation and productivity impact. Because Point-of-Work was not assessed to determine what was restraining performance. In other words, no performance benchmarks were established at current state. MORE
The fact that Gartner has begun to recognize this very relevant space has me stoked. It’s been a long time coming. My hope is the DAS focus does not become too narrow and application navigation becomes the only visible point-solution when so much more productivity enhancing capabilities are possible. MORE
Is it time to create an organizational entity scoped and chartered to ensure sustained workforce capability? Is it time to enable performance IN Workflows at Moments of Need found at Point-of-Work? MORE
What the article I'm referencing and comments I read made clear illustrate the gyrations we are heading into now with this “new” micro-learning approach. It will be easy to become distracted, so don't get all raked up in a pile over what we call it…or how long it should be. It's about what it can facilitate at the moment of need to get the DO done. MORE
If L&D cannot show impact at the bottom-line, L&D remains exposed as a cost center…and the bottom-line contribution can only be seen as an expense. Don’t be an expense when the budget belt gets pulled in a couple notches. Accelerated Productivity Learning Performance Ecosystem Point of Work Assessment Sustained Capability Workforce Capability learning & performance ecosystem LS2019 point of work assessment MORE
I was honored to kick off 2020 with David James. This post is a replay of the 48 minute podcast. Continuous Learning Change Leadership moments of need point of work point of work assessment MORE
The organization needs a myth buster. Is that the CEO re-thinking where to focus precious resources to enable and accelerate productivity? Is it a new role like Chief Productivity Officer? Grand Poohbah of Performance? Regardless of what the title becomes, there is an acute need to look beyond Learning to actual Performance with focused attention and priority. Workflow Learning is getting a lot of press these days, and that’s a good thing because it is bringing learning closer to Point-of-Work. MORE
This as a story, a pivotal story in my career, that validated re-thinking the significance of adopting an evolved strategy using a tactical Learning Performance Assessment (LPA) methodology embedded in a Learning Performance Solutions Discipline called DRIVER.and of course, becoming a die-hard learning performance ninja. Continuous Learning DRIVER Learning Performance Assessment Performer Support point of work design learning performance MORE
The mission for L&D carries a primary objective not too dissimilar to that of “eating an elephant”; a daunting proposition to say the least. The “elephant” I’m referring to here is “Optimization of a dynamic learning performance ecosystem”. This represents the Tactical aspects critical successfully impacting and sustaining workforce capability at numerous Points-of-Work. The key point here is “Training solutions are not enough!” MORE
Yes, I tend to take a hard line on “performance” in the flow of work versus “learning” in the flow or work, but isn’t performance the ultimate outcome we seek? Learning is not the end game…it’s a by-product of enabling performance.while learning at the Point-of-Work and during moments of need. If I’m mistaken on this bent of mine, why is there a “70” in 70:20:10? MORE
After chasing this performance discipline for the last 12 years or so, I’ve come to the conclusion that Point-of-Work is jointly owned by L&D and the primary stakeholders positioned in functional operational roles in the organization. These are the stakeholders who own the responsibility to produce, protect, and maintain profitability and are compensated to do so successfully. Does L&D have that same degree of skin in the game? Too often L&D is only considered as a cost center. MORE
How much curated content never reaches the point (or the right person) to deliver knowledge, wisdom, and insights essential for critical-thinking and informed decision-making to drive productivity forward? How much productivity is diverted to non-productive activities despite being tasked to ultimately accelerate productivity? Accelerated Productivity Insight Curation Performance Insights Performance Support Point of Work Assessment #pointofwork #productivityacceleration #DPS insightcuration MORE
If sustained workforce performance truly represents the universal brass ring, L&D…or some other corporate entity…must evolve tactically and adopt a performance mindset head downstream into the post-training environment where measurable outcomes and value are generated…or lost – Point-of-Work (PoW). Continuous Learning Digital Performance Support Discovery moment of need performance consulting point of work MORE
The continuity of learning and task-level execution are mission-critical in a military work environment. Is mission criticality in our corporate environment any less important? Granted the outcomes are less lethal, but are they less mission-critical? 70:20:10 Continuous Learning Discovery & Consulting DPS Learning Performance Assessment Learning Performance Ecosystem Point of Work Assessment #Pointofwork #PWA #performancesupport MORE
If L&D spent half the time enabling human performance at Point-of-Work in the operation of new systems as IT spends in fine-tuning and optimizing the systems prior to GoLive, think about how much more productive the workforce would be…with little to no learning curve to overcome…not to mention how the Help Desk would fare with 40-50% fewer distress calls. Continuous Learning DPS DRIVER Learning Performance Assessment Micro-Learning point of work EPSS performance support MORE
The “Point-of-Work Discipline - PWD” is dynamic Change that enables L&D effectiveness at a new Destination – "Point-of-Work". It’s always tough to change thinking and move skeptics off long-held beliefs and embedded traditions. It’s tough to create the critical mass and momentum necessary to reach full Change Adoption and Sustainability which leads me back to the advice of “start small and scale”. Integrating Point-of-Work Discipline is the “project that never ends”. MORE
There is another aspect of intentional design I refuse to put into just another bullet because it is foundational to successful and sustainable adoption of a performance paradigm. I could argue it’s the longer lens I mentioned in the beginning of this post, but it’s more than that. It’s the motivation…the commitment…the willingness…the readiness…to shift from a Culture of Learning to a holistic Culture of Performance. MORE
All told, the Virtual Knowledge-Sharing approach was successful, especially when a geographically dispersed audience is on the receiving end. Hopefully, the list of key learnings provided here offer some help and crash-avoidance tactics should your team go down this path. Our audience satisfaction and engagement scores were bright points despite a less than optimized launch. Even sub-optimized the participants loved it because it was interactive start-to-finish. MORE
There is a myth involved…perpetuated by a long-held belief that training drives performance. In truth, training only drives potential; performance does not manifest until business results are generated by the workforce in a different area of the ecosystem called the Point-of-Work. 70:20:10 Continuous Learning Sustained Capability performance paradigm training paradigm MORE
Have we lost sight of the end-game? This old dog was raised with the notion pounded into his head that if L&D does not produce measurable BUSINESS IMPACT, our jobs were at risk for being active participants as expenses in a cost center. Being viewed as an “expense” is not a safe place to be when decisions are made as to who goes and who stays. MORE
Our field of play has shifted closer to…if not converged directly into…Point-of-Work. This shift has disruption written all over it. Rules of engagement are being disrupted by increasing velocity of business demand and continuous change. If the rules change, so too must our game plan, and adoption of a Point-of-Work Solution Discipline represents a new game plan. MORE
We [L&D] don’t need to catch up to the disruptions in our digital technology as much as we need to catch up to that which our learners are asking. Continuous Learning EPSS Micro-Learning Mobile Learning Performance Support Performer Support Technology Coaching hands-on guidance mentoring moment of need point of work MORE
The Point-of-Work Assessment (PWA) methodology is agile enough to handle unique iterations of a mix of core discovery questions consistent as common denominators with additional unique questions defined by the gap(s) between Perceptions in a Top-Down discovery cascade to Realities only found at the Individual Contributor level at the Bottom. MORE
Living in Learning
JULY 19, 2020
Is it time to create an organizational entity scoped and chartered to ensure sustained workforce capability? Is it time to enable performance IN Workflows at Moments of Need found at Point-of-Work?
Living in Learning
JULY 25, 2020
I was honored to kick off 2020 with David James. This post is a replay of the 48 minute podcast. Continuous Learning Change Leadership moments of need point of work point of work assessment
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Living in Learning
JULY 19, 2020
Downsized three times in seven years. Because we could not show bottom line value creation and productivity impact. Because Point-of-Work was not assessed to determine what was restraining performance. In other words, no performance benchmarks were established at current state.
Living in Learning
APRIL 9, 2020
This post is now an eighth annual event I usually post on Maunday Thursday to lift up Good Friday and what it now means to me. The original posting was also on a Thursday seven years ago, and I was reflecting on the eighth version for this upcoming Good Friday from within the chaos of. Continuous Learning
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Living in Learning
OCTOBER 22, 2017
There is a myth involved…perpetuated by a long-held belief that training drives performance. In truth, training only drives potential; performance does not manifest until business results are generated by the workforce in a different area of the ecosystem called the Point-of-Work. 70:20:10 Continuous Learning Sustained Capability performance paradigm training paradigm
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Living in Learning
JULY 19, 2020
If I had the opportunity to be CEO for a day, I’d blow the doors off the existing Learning/Training paradigm and shift my CLO out from under the HR umbrella or create a role and align them as a direct report…with the title of Chief Capability Officer (CCO). Place the CCO over the Office of. Accelerated Productivity Discovery & Consulting Point of Work Assessment Sustained Capability #performanceoutcomes #pointofworkassessment #paradigmshift #pointofwork
Living in Learning
MARCH 31, 2019
Performance support is anything that enables and/or accelerates speed-to-sustainable-performance, or speed-to-impact, or speed-to-productivity, or speed-to-competence, or speed-to-actionable-insight, or speed-to-any-damn-thing-that-drives-measurable-business-value. Accelerated Productivity Performance Insights Performance Support Point of Work Assessment Rants & Ramblings Sustained Capability performance insights performance support point of work assessment productivity acceleration
Living in Learning
DECEMBER 29, 2016
What the article I'm referencing and comments I read made clear illustrate the gyrations we are heading into now with this “new” micro-learning approach. It will be easy to become distracted, so don't get all raked up in a pile over what we call it…or how long it should be. It's about what it can facilitate at the moment of need to get the DO done.
Living in Learning
AUGUST 13, 2019
The fact that Gartner has begun to recognize this very relevant space has me stoked. It’s been a long time coming. My hope is the DAS focus does not become too narrow and application navigation becomes the only visible point-solution when so much more productivity enhancing capabilities are possible.
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Living in Learning
JULY 23, 2018
The continuity of learning and task-level execution are mission-critical in a military work environment. Is mission criticality in our corporate environment any less important? Granted the outcomes are less lethal, but are they less mission-critical? 70:20:10 Continuous Learning Discovery & Consulting DPS Learning Performance Assessment Learning Performance Ecosystem Point of Work Assessment #Pointofwork #PWA #performancesupport
Living in Learning
JANUARY 13, 2019
Our field of play has shifted closer to…if not converged directly into…Point-of-Work. This shift has disruption written all over it. Rules of engagement are being disrupted by increasing velocity of business demand and continuous change. If the rules change, so too must our game plan, and adoption of a Point-of-Work Solution Discipline represents a new game plan.
Living in Learning
APRIL 19, 2020
The mission for L&D carries a primary objective not too dissimilar to that of “eating an elephant”; a daunting proposition to say the least. The “elephant” I’m referring to here is “Optimization of a dynamic learning performance ecosystem”. This represents the Tactical aspects critical successfully impacting and sustaining workforce capability at numerous Points-of-Work. The key point here is “Training solutions are not enough!”
Living in Learning
MARCH 15, 2018
If sustained workforce performance truly represents the universal brass ring, L&D…or some other corporate entity…must evolve tactically and adopt a performance mindset head downstream into the post-training environment where measurable outcomes and value are generated…or lost – Point-of-Work (PoW). Continuous Learning Digital Performance Support Discovery moment of need performance consulting point of work
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Living in Learning
FEBRUARY 8, 2019
There is another aspect of intentional design I refuse to put into just another bullet because it is foundational to successful and sustainable adoption of a performance paradigm. I could argue it’s the longer lens I mentioned in the beginning of this post, but it’s more than that. It’s the motivation…the commitment…the willingness…the readiness…to shift from a Culture of Learning to a holistic Culture of Performance.
Living in Learning
MARCH 16, 2018
My own gap for the first 20 years of my L&D career was never considering there was a need to engage at PoW. Training WAS the standard solution after all, so why look beyond the obvious? Obviously, our L&D team were more focused on efficiently and effectively transferring knowledge which by the way was what we were scoped and compensated to do.
Living in Learning
JUNE 26, 2019
So…does Intentional Design threaten the ID role? Just the opposite - it expands the role into new asset development that can be re-used or re-purposed to decrease actual development time by following a Create Once – Use Many Times mindset. In some ways one could consider intentional design as replacement therapy…replacing long-form learning with short-form solution assets that can serve multiple roles both at Point-of-Work (Moments 3,4 & 5) and at Point-of-Entry (Moments 1 & 2).
Living in Learning
MARCH 7, 2019
If L&D cannot show impact at the bottom-line, L&D remains exposed as a cost center…and the bottom-line contribution can only be seen as an expense. Don’t be an expense when the budget belt gets pulled in a couple notches. Accelerated Productivity Learning Performance Ecosystem Point of Work Assessment Sustained Capability Workforce Capability learning & performance ecosystem LS2019 point of work assessment
Speaker: Dr. Amy Titus, Managing Director in Human Capital at Deloitte Consulting
Join Dr. Amy Titus, Managing Director in Human Capital at Deloitte Consulting, for her exclusive session where she will be discussing the 3 guiding principles for the future of learning, and how these can affect the design of work in organizations.
Living in Learning
APRIL 27, 2018
This as a story, a pivotal story in my career, that validated re-thinking the significance of adopting an evolved strategy using a tactical Learning Performance Assessment (LPA) methodology embedded in a Learning Performance Solutions Discipline called DRIVER.and of course, becoming a die-hard learning performance ninja. Continuous Learning DRIVER Learning Performance Assessment Performer Support point of work design learning performance
Living in Learning
JUNE 6, 2019
Yes, I tend to take a hard line on “performance” in the flow of work versus “learning” in the flow or work, but isn’t performance the ultimate outcome we seek? Learning is not the end game…it’s a by-product of enabling performance.while learning at the Point-of-Work and during moments of need. If I’m mistaken on this bent of mine, why is there a “70” in 70:20:10?
Living in Learning
MAY 31, 2018
If L&D spent half the time enabling human performance at Point-of-Work in the operation of new systems as IT spends in fine-tuning and optimizing the systems prior to GoLive, think about how much more productive the workforce would be…with little to no learning curve to overcome…not to mention how the Help Desk would fare with 40-50% fewer distress calls. Continuous Learning DPS DRIVER Learning Performance Assessment Micro-Learning point of work EPSS performance support
Living in Learning
SEPTEMBER 25, 2019
I submit to you that we (L&D) need to shift thinking within the ranks of our stakeholders (and ourselves) to enable a different conversation. I’m not suggesting we back off Training; rather, I’m suggesting we confirm what restrainers behind the performance deficiencies are going to be resolved by Training. I firmly believe L&D’s role should be to confirm what knowledge and skills are appropriate to include in a solution and what performance restrainers are present that do not.
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Living in Learning
SEPTEMBER 8, 2019
The “Point-of-Work Discipline - PWD” is dynamic Change that enables L&D effectiveness at a new Destination – "Point-of-Work". It’s always tough to change thinking and move skeptics off long-held beliefs and embedded traditions. It’s tough to create the critical mass and momentum necessary to reach full Change Adoption and Sustainability which leads me back to the advice of “start small and scale”. Integrating Point-of-Work Discipline is the “project that never ends”.
Living in Learning
JUNE 29, 2015
Focusing on a new ground zero - If we hope to move beyond potential, we must move beyond where we create it – during training events – whether the event is an exotic blend of ILT/web-based; delivered in a virtual synchronous venue; detached from linearity via the use of MOOCs; or pushed out to mobile devices; or shrunken in size to form micro-learning or bursted in small learning chunks; or whatever other label we attach to it. Whatever flavor of the day training may take; it’s still training.
Living in Learning
DECEMBER 21, 2018
Have we lost sight of the end-game? This old dog was raised with the notion pounded into his head that if L&D does not produce measurable BUSINESS IMPACT, our jobs were at risk for being active participants as expenses in a cost center. Being viewed as an “expense” is not a safe place to be when decisions are made as to who goes and who stays.
Living in Learning
MARCH 13, 2019
How much curated content never reaches the point (or the right person) to deliver knowledge, wisdom, and insights essential for critical-thinking and informed decision-making to drive productivity forward? How much productivity is diverted to non-productive activities despite being tasked to ultimately accelerate productivity? Accelerated Productivity Insight Curation Performance Insights Performance Support Point of Work Assessment #pointofwork #productivityacceleration #DPS insightcuration
Speaker: TJ Seabrooks, former CEO at Rustici Software
Have you ended up with a collection of content inputs and data outputs that might be hard to wrangle? If your organization uses multiple LMSs and has content coming from many different places, or you’re heading in this direction, this webinar is for you.
Living in Learning
JULY 28, 2019
The organization needs a myth buster. Is that the CEO re-thinking where to focus precious resources to enable and accelerate productivity? Is it a new role like Chief Productivity Officer? Grand Poohbah of Performance? Regardless of what the title becomes, there is an acute need to look beyond Learning to actual Performance with focused attention and priority. Workflow Learning is getting a lot of press these days, and that’s a good thing because it is bringing learning closer to Point-of-Work.
Living in Learning
JULY 21, 2019
All told, the Virtual Knowledge-Sharing approach was successful, especially when a geographically dispersed audience is on the receiving end. Hopefully, the list of key learnings provided here offer some help and crash-avoidance tactics should your team go down this path. Our audience satisfaction and engagement scores were bright points despite a less than optimized launch. Even sub-optimized the participants loved it because it was interactive start-to-finish.
Living in Learning
JULY 18, 2019
We (L&D) could prove knowledge transfer…also known as “potential”…at completion of our learning events, but we were not focused on nor were we equipped to implement that learning downstream at Point-of-Work where “effective and sustainable performance” SHOULD manifest. Just ask the Help Desk staff blown out with an avalanche of post-training questions. Just ask the Procurement staff pulled off task to isolate and recycle bogus requests due to data field entry errors.
Living in Learning
JULY 17, 2019
After chasing this performance discipline for the last 12 years or so, I’ve come to the conclusion that Point-of-Work is jointly owned by L&D and the primary stakeholders positioned in functional operational roles in the organization. These are the stakeholders who own the responsibility to produce, protect, and maintain profitability and are compensated to do so successfully. Does L&D have that same degree of skin in the game? Too often L&D is only considered as a cost center.
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Living in Learning
MAY 8, 2017
We [L&D] don’t need to catch up to the disruptions in our digital technology as much as we need to catch up to that which our learners are asking. Continuous Learning EPSS Micro-Learning Mobile Learning Performance Support Performer Support Technology Coaching hands-on guidance mentoring moment of need point of work
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