One of the more recent buzzwords surfacing in our L&D lexicon is “Ecosystem”, and I see it as having more significance to a sustainable learning and performance strategy than acceptance. “Why seek what you already have? Answer: It’s not really a question of having an ecosystem; the real question is – “Are you managing the one you have effectively and efficiently?”
Author: Gary G. Wise - Author - Grief Coach
Unsupervised, unfiltered, and occasionally undisciplined Writer of Things that thrill readers with engaging stories created by a seasoned storyteller.
EPS readiness has more moving parts than simply building a few job aids and calling it good. In fact, to accurately assess readiness, I believe there are six major buckets of attributes and capabilities that should be considered. I developed an EPS Readiness Assessment a couple years ago that holistically covers the entire ecosystem where a sustainable EPS discipline can be integrated.
…but why launch into an 8-to-16 week design and development cycle for an hour of e-learning when the discovery evidence is staring you in the face screaming for a performance support [PS] job aid needed at the point of work? Disruptive? Yup! Agile? You’d better believe it.
…and I tend to believe that the “environment” defining each organizations’ learning and performance ecosystem is unique. Attempting to put learning and performance support into specific sized boxes is an unnecessary complication. For this camper, the objective is clearly one of driving performance…versus adhering to concept percentages.
I just had breakfast with a good friend and colleague, and, the usual thing happened; the conversation shifted to performance challenges around business systems implementations. He is a process improvement engineer blessed with the curse of a training background followed by deep business process improvement experience. While that sounds like a contradiction in terms, it […]
Just-in-time is important and becoming more so, but is the just-in-time need we are trying to address with mobile technology based upon pushing Training content to an already overloaded workforce? Is it really? That’s just old school training methods pumped through a really cool new technology…and we’ve been down this road before.
More emphasis is needed in the downstream, post-training work context where Performers confront moments of need that do not conform to what we build storyboards to address. Transferring knowledge through linear learning is great for raising awareness, but sustained capability in the form of consistent performance results happens downstream at the point of work. That’s where the rules of engagement have changed.
On June 18th the eLearning Guild held a live webinar on “Extending the Blend with Performance Support” that was delivered by yours truly. Being true to form I ran 5 minutes over, so if I’m guilty of anything, it is being consistent. For those of you who were unable to attend, I’ve posted the recording link that shows the slides and narration for the event.
If all you ever did was automate workflow documentation…something that already has to happen…you could look at that as a first phase EPS implementation. And say, ”Look Ma, no technology! And by the way, I just whacked documentation costs by over 60%!
When a Performer confronts a “Do I cut the red wire or the blue wire” moment of need; logging into the LMS and searching for the reference knowledge buried in the “How to Disarm a Chorizo Sausage” eLearning course is not an option…especially when the fully-armed chorizo sausage they’re facing has a ticking timer attached. They simply need to know which wire to cut…NOW! That ain’t training!