I was honored to kick off 2020 with David James. This post is a replay of the 48 minute podcast. With the recent frequency of posts on the Point-of-Work topic, the podcast may help fill in the gaps. As always, David James did a superb job of interviewing…I just tried to keep up. It must […]
Tag: point of work
The Point-of-Work Assessment (PWA) is a discovery discipline designed to examine sources of performance and productivity restrainers in the Workflow. The outcome delivers findings across six categories of attributes limiting optimization of workforce capability. Traditional Training Needs Assessments typically only cover one – People/Capability – in search of training solutions. That’s great…but not enough!
I’m convinced it all comes down to the intentions behind the design decisions we make…and if those intentions are not in lock-step with accelerating and sustaining workforce productivity first and foremost, we are left short…delivering potential at the hands of training solutions versus measurable performance outcomes at Point-of-Work.
The diversity of optimizing an ecosystem with multiple, interdependent microsystems with training solutions will not sustain workforce performance at Point-of-Work. An initiative to evolve L&D strategy, tactics, and technology represents an entry point for optimizing the convergence already on the table. This “new information” represents different conversations within L&D, from leadership to individual contributor roles, as well as operational stakeholders.
Our field of play has shifted closer to…if not converged directly into…Point-of-Work. This shift has disruption written all over it. Rules of engagement are being disrupted by increasing velocity of business demand and continuous change. If the rules change, so too must our game plan, and adoption of a Point-of-Work Solution Discipline represents a new game plan.
All organizations currently own a dynamic learning performance ecosystem. The inescapable question to ask is,
“HOW OPTIMIZED IS IT?”
A “Point-of-Work Assessment Methodology” is designed to provide the answer.
Our challenge is to optimize “Speed-to-Insight”…which is measured by the sum total of time invested that spans from searching through many information sources…to saving, curating, and forwarding “curated bulk information”…to enable critical-thinking that informs decisions through access to concise SIGNALS to individuals, groups, teams or the entire enterprise as “Actionable Performance Insights”. Everything in between is NOISE.
If one’s hair is on fire, the only solution should NOT involve logging into the LMS and completing a “Fire Safety” course. Yeah, I know…ridiculous example, but it paints an accurate picture that points to the need for “just enough – just-in-time – just-for-me” assets/opportunities intentionally designed for application at the Moment of Need.
My attempts in this post to clarify Point-of-Work are driven by the fact that L&D cannot simply pursue the Point-of-Work associated with the primary end-user…like we typically do when we target and launch a static training course. Even that statement gives away my main concern…target and launch a static training course…into a dynamic learning performance ecosystem?
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