In “Confessions of a Performance Ninja: Optimizing Workforce Performance @ Point-of-Work,” I describe a road map for internal L&D teams to move from a limited status quo training environment to a more holistic approach to optimizing workforce performance. If your Learning and Development resources seem to have reached a saturation point, try moving to where […]
Category: Point-of-Work Discipline
Status Quo-mentum: A cultural condition characterized by resistance to change, in which the current state of pain is perceived to be less than the unknown pains of changing it while ignoring the missed opportunities. This resistance to change can lead to missed opportunities and stagnation, hindering the organization’s growth and development. The closest numerical […]
…and the beat goes on
The author, Gary Wise, is a largely unsupervised corporate Learning & Development veteran courtesy of surviving twenty years in roles ranging from individual contributor to senior leadership. He spent an additional fifteen years as a hostage who now refuses to fade peacefully into retirement.
About four years ago, when I was hip-deep in Performance Support Technology, I contacted the Gartner Group regarding a Magic Quadrant for this emerging tech; they had none…and no immediate plans for any…stating they were not in “that space.” I suggested they include performance support if they were serious about being in the learning space […]
SPECIAL OFFER: For my LinkedIn family and blog followers, I would love to have you with me on this journey as I write this book. I would be honored to have you offer feedback on short pieces I write. This short piece today is the second draft of a Foreword. In return for your time […]
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. We need the ability to do both. Does L&D own Process Improvement challenges…or access rights to critical resources…or missing online apps…or…or…or? No, but I believe we should play a liaison role to facilitate hand-offs in a collaborative solution role with the business partners who do own those kinds of interventions.