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
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.
A common misconception is treating DPS as a technology solution and finding some application(s) where to apply it. Finding a “fit” is important, but DPS is only the enabling technology to a cultural shift and mindset that ground zero for building and sustaining performance is found at the Point of Work. What must come first is establishing a “human infrastructure” capable of wielding several key components:
There is urgency to this step-change requirement that needs to address Moments of Need at the Point of Work when they manifest and where they manifest. Productivity and profitability are hard-wired into this mission-critical capability. These requirements are currently out of scope of the Training Paradigm regardless of the new training system technology implemented.
Who “woulda thunk it” possible to be swept up…or is swept out more appropriate…into the chaos of three corporate downsizing events in less than seven years? Could that even happen to the same guy? Oh, but yes it can…and it has. You’re reading his words right now. January 26th is when I will be jettisoned through the window of opportunity. Bring it! It’s time to go Ninja!
This post was triggered and complimentary to Bob Mosher’s post on 11/17…an important read that I agree with completely. What I offer today is an attempt to articulate a “Yes and…” in this post. The Critical Skills Analysis (CSA) used in the 5 Moments of Need methodology is extremely essential for distinguishing what can be […]
Maybe I’m the one boxed in by technology. Maybe it’s my bias that makes me nuts over the alternatives we consider as innovation. LES can only be part of the answer to “something bigger”…something we are still not putting in the crosshairs…something outside the “box” – Sustained Workforce Capability – AND more importantly WHERE outside the box that target manifests – Point-of-Work. C’mon, you knew I had to be going here…
What follows is a short story…a true story…that positions a skill set that changed my life in the L&D discipline. No instructional designers were harmed during this transition, but I must confess to scaring the crap out of number of them.
Critical demands for ensuring workforce agility and resilience manifest beyond the current scope of the best training programs; the best training design, best development and delivery practices that many L&D organizations rely upon as standard methodology. For a workforce to consistently function at optimal agility and resiliency, we must evolve beyond the current linear paradigm that is only scoped to transfer knowledge and skills through training no matter how compelling and engaging we try to make it.
If your organization recognizes that true business results are won…or lost…@ the Point-of-Work, and a bold decision is under consideration to head up the mountain, meet me at base camp, and let’s kick around some ideas regarding the “climb” that lies ahead!