We should strive to effectively position that EPS adoption is a rapidly approaching future that lies beyond the scope and charter of the traditional L&D training paradigm. It gets tough when you open your mouth make a bold statement that “Training does not drive performance – It drives potential!”
Tag: EPSS
Is it 70:20:10 or is it 85:12:3? To answer this question I offer another question – “Who gives a rip?” – as long as the end-game drives sustained workforce capability. The correct ratio is only correct if the end-game is reached.
Successful implementation does not equal full adoption. My point is simply this – being ready to deploy any manner of change is not the same as being at a state of readiness to implement effectively and ensure sustainable adoption across the user population. Both of those examples from my own experiences flash back when I think about the prospects of integrating EPS in any organization.
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When Are MOOCs Not MOOCs?
This post this likely to twist a knot in a few knickers, but hey…it’s what I seem to do these days, so buckle up…this might rip you right out of your training paradigm. Traditionally, a MOOC, in academic circles, is known as a Massive Open Online Course…and I have no problem with that. Where I get torqued down tight is when corporate Training tries to emulate an academic MOOC with corporate learning content. When that happens, corporate L&D potentially misses the boat.
Sorry, but this had to happen sooner than later, and I don’t expect a tidal wave of agreement…a few ripples will do. Even early warning signs of a tsunami are as subtle as the tide slowly receding from the shore. Yeah, this is about Performance Support…you expected something different from me? Ain’t happenin’! I’m done filling sandbags to protect the institution of training. You’ll find me on a board swimming out to catch the wave of root causes.
Many organizations are locked into long-held beliefs that training is the default solution to overcoming performance challenges. While training can certainly contribute to closing performance gaps, sadly, the only outcome that can be consistently proven is the creation of potential. Is potential enough?
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Death By Demo
You know what really torques my frame? Product demonstrations, especially when the demo is feature – function – benefit (FFB) “spewage”. I’d rather be stabbed repeatedly with something dull.
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Define the “DO” First
When you consider how quickly business is moving, and the need for an agile and resilient workforce represents minimum criteria for creating sustained capability, the rules of engagement have clearly changed. Training cannot keep pace; scope and charter just do not match up when our new ground zero is located downstream in the post-training world…at the point of work…at the moment of need.
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Turn Loose the MOOCs
Consider the point of work as the new classroom if you like, but recognizing the application of assets at the point of work represents new kinds of assets…a.k.a. Performance Support [PS]. Courses no longer fit. When your hair is on fire there is no time to log into the LMS and take a course on fire safety. You need immediate access to an intentionally designed asset that is task-specific and often role-centric…and business relevant…and effective at the point of work…and accessible at the moment of need. That ain’t training!
This is the challenge in front of us when we are trying to successfully position the added value and positive business impacts of Performance Support to an organization comfortably fed by a Training paradigm. It is that Training paradigm that blocks even considering there are other options to drive performance outcomes. Henry Ford nailed it when he said, “If I’d asked them what they wanted; they would’ve said faster horses!”