Category: Continuous Learning

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Continuous Learning

PERFORMANCE SUPPORT:  Start with a Point-of-Work Assessment – PWA

Learning Performance Ecosystem

LMS Market Trends revealed 48% of organizations desire a “new or different learning technology” and nearly half (47%) are at least seeking to “revise their current learning strategy”. Why does dissatisfaction exist? Why revise learning strategy? Given the report was focused on LMS I wondered if “learning technology” was code for LMS and performance support technology would remain separate and apart from learning strategy. Then my mind’s eye flashed to a herd of lemmings dashing over the same cliff as their predecessors.  I really hope for the sake of L&D organizations everywhere that I’m wrong.

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Continuous Learning

So…You Want to Become a Learning Performance Ninja – Good Choice!

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.

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Continuous Learning

PERFORMANCE SUPPORT – Converging Learning with Point-of-Work

A perfect storm of increasing demand to remain competitive and the continuous nature of change have effectively flanked the traditional Training Paradigm. L&D cannot keep pace. Even with smaller micro-learning objects, agile design, rapid development, and mobile delivery tactics, the solutions remain focused on pushing potential…not performance.

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Continuous Learning

Data Analytics Vs. Tsunami

There may be a few bean-counters out there enduring a pucker moment right now but hear the message I hope comes through in this post. “We don’t have to measure everything just because we can – have a plan tied to action.”

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Continuous Learning

DRIVER – Avoiding the Paralysis of Fear & Loathing of CHANGE

Survey
Self Assessment Survey

I have no intentions of offending anyone with this post, but likely will get a few of you all raked up in a pile over it. I’ll take that eventuality as my risk. The reward in considering this evolution is not mine to enjoy; rather, it is the power L&D teams will gain by simply shifting the starting point to a different ground zero – Point-of-Work.

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Continuous Learning

DRIVER: Enabling a Strategic Re-Think for L&D

Consider this…are we (L&D) fighting the good fight tactically based on a strategy formalized on an incomplete paradigm?

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Continuous Learning

DRIVER – A Learning Performance Discipline Based on Continuum Thinking at the Core

What comprises the best way to transfer knowledge seamlessly, frictionlessly and ubiquitously regardless of where the worker is on the continuum and…especially…where they might be during a critical workflow? The answer is, “It ain’t training!”

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Continuous Learning

DRIVER – A Repeatable, Agile, Discipline to Enable Learning Performance Guidance

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. The blind spot of never considering the PoW prevented us from taking our status-quo-methodology and solution design downstream to include sustaining workforce capability at PoW. Can you also say “Cultural Blindspot?”

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Continuous Learning

Driving Performance Guidance @ Point-of-Work

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).

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Continuous Learning

Engagement Lacking? Try Enabling the “DO” at Point-of-Work

A Training Needs Assessment is NOT going to deliver the mail; however, a Learning Performance Assessment targeting role-specific/task-centric challenges at PoW will reveal sources of frustration otherwise overlooked…defaulting to explanations of failure based on the inability of training to equip the performer to perform…the quality of training…the poor training experience…yada…yada. So…what should we do? Where do we look for answers?