The spreadsheet is fairly intuitive; however, when all else fails, read the complete instructions found in Part 5 of “Confessions of a Performance Ninja” found on Amazon.com
Tag: #pointofworkassessment
This book is about one Ninja’s adoption journey with confessions of wins and losses. I intend for this book to assist any L&D organization choosing to adopt an in-house “Point-of-Work” version of their own to avoid some of the landmines I discovered along the way.
When a worker leaves the organization, some companies complete routine exit interviews. Then what happens to those exit interviews? Are the interviews HR checkbox events to be filed away in a personnel folder? Are any actionable data points leveraged outside of HR to affect change? Does this practice represent a pattern that we do not fully address? This leads me to some potentially radical thoughts…
If L&D does not assess Points-of-Work, who will?
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.
As with any journey, even the GPS is useless without identifying the point of origin. We know where we need to go…our stakeholders have an idea of what they want from our efforts…but we need to establish a current state of performance measures to establish a “before” benchmark if we hope to provide evidence of improvement in future state outcomes in our “after” benchmarks at Levels 3 & 4. Neglecting this level of assessment dramatically limits our ability to show evidence that L&D contributed meaningfully to the bottom-line…which by the way is atypical of a cost center.