L&D: Video of Me Presenting on Curriculum Architecture Design Process Gap Prioritization – 1995

Curriculum Architecture Design Process Gap Prioritization

I was presenting to the L&D staff at Eli Lilly in 1995.

This video clip is just under 10 minutes.

See the full 2 hour video – if you wish – on YouTube – here.

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L&D: This Will Revolutionize Education – Redux (I Guess)

January 6, 2015

“This will revolutionize education”

The YouTube video This Will Revolutionize Education explores education technology, explaining how numerous earlier predictions of technology revolutionizing education have not panned out, and suggests that most current predictions will be wrong as well. (The title is meant to be ironic.)

This argument is not new to those who have studied technology in education, worked in the field for long enough, or are thoughtful enough to be appropriately skeptical. The video quotes Thomas Edison from 1922:

“I believe the motion picture is destined to revolutionize our educational system and that in a few years it will supplant largely, if not entirely, the use of textbooks.”

Continued: http://www.kpk12.com/blog/2015/01/this-will-revolutionize-education/

Same As It Ever Was – To Borrow a Quote

Great Video BTW.

Note: I have a Radio/TV/Film degree (KU 1979) and my 1st job out of college was in a T&D organization that was transitioning to a Video-based approach to instruction.

Sometimes it makes sense – but many times it does not IMO.

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L&D: 1995 Video of Guy W. Wallace Speaking on Curriculum Architecture Design


2 Hour Video – From 1995 at Eli Lilly

Curriculum Architecture Design

CAD - POTs 2012


CAD – Training Mag – 1984 – 6 page PDF – the first publication about Curriculum Architecture Design via a Group Process – published in Training Magazine in September 1984. Original manuscript (30 pages) – How to Build a Training Structure That Won’t Keep Burning Down.


For information about these 6 books and some of my others – please go – here.

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L&D: Bob Mosher on “From Instruction to Performance: Meeting All Five Moments of Learning Need” – LT2016 Conference

If one name is synonymous with performance support it is Bob Mosher. Bob has long promoted the idea of thinking of performance first, and training second, if at all.

In this session he explores the 5 Moments of Learning Need that he identified together with his partner Dr. Conrad Gottfredson. This goes well beyond job aids. This vision of performance support will alter your view of the purpose of L&D itself.

Chair: Sheena D Whyatt, Award-winning Trainer and Entrepreneur From instruction to performance: Meeting all five moments of learning need Bob Mosher, Chief Learning Evangelist, APPLY Synergies Many learning solutions fail to meet the organisation’s expectations because in reality they aren’t true ‘learning’ solutions — many ‘blended’ learning solutions are actually blended training solutions! This results from a misunderstanding of all the learning moments our learners face.

This session will help you broaden your understanding of the 5 Moments of Learning Need to help you offer a true performance-based learning solution covering all 5 moments.

• Moving from blended training to Targeted Learning • Changing from a training first mind set to a performance first mind set • Maturing the ‘ADDIE’ model to the ‘ENABLE’ model through performance support • Measuring ROI at Kirkpatrick’s levels 3 and higher • Truly enabling the “70″ in the “70-20-10” model

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L&D: From Training to Performance Improvement Consulting

Hint: It’s About More Than Knowledge/Skills

I wrote this book in 2011 after 32 years in the business – coming at Performance Beyond Instruction … from an Instructional perspective.


What It’s All About

Performance Competence. That’s what it’s all about. At every level.


Givens the Givens – What Are the Variables?

Or sets of variables.


The GIVENS include: the proper Business Strategy and Products and Services targeted at the right Markets. And an overall Process Architecture that can carry that out.

Then enough of all of the right “assets” need to be in place.

Yeah – it’s that simple. ;)

My Approach to Doing the Analysis of What’s Needed and the Assessment of What’s In Place to Determine the Gaps and Priorities


Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006. 25 page PDF.

This methodology was first published in this 1984 article in ISPI’s (back then it was NSPI’s) PIJ – Performance & Instruction Journal – in November 1984.

My 6 Pack of Books

Available as Kindles as well as Paperbacks.


More more information about these 6 books and others, please go – here.

The Last Book in the Series

2011 f FTTPIC book cover

This book provides a guide to transforming your organization first to a performance-based Training organization and then to a Performance Consulting organization. It describes in detail the processes of a target ideal state and  assessments of your current state and planning guides to enable you to develop a plan for moving from Training to Performance-based Training and then to Performance Improvement Consulting.

Click to Here Purchase Paperback: $15.00

Plus shipping & handling – through Amazon’s CreateSpace online E-store

Click Here to Purchase Kindle: $7.50

Table of Contents:

Acknowledgments & Formatting Note i
1 Beginning with the End in Mind: Performance Competence 1
2 Data Logic Details: The Stakeholders 27
3 Data Logic Details: The Processes 43
4 Data Logic Details: Environmental Asset Requirements and the Environmental Asset Management Systems 99
5 Data Logic Details: Human Asset Requirements and the Human Asset Management Systems 116
6 Methods Logic Details: Individual Interviews, Observations and Document Reviews 128
7 Methods Logic Details: Group Analysis Process 146
8 Planning and Preparing for Your Analysis Efforts End–to–End 180
9 Book Summary and Close 192
10 Related Resources and References 197

Let me know what you think!

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L&D: Minimizing the Need for Unlearning Before Learning

Head ‘Em Off At the Pass

Where the “Pass” is the entry point into a new job.

Ask any Coach, Instructor or Teacher:

How often do they find that the learner needs to unlearn bad practices, concepts, etc., first … before learning good practices, concepts, etc.?

Because what we know often gets in the way of what we should know. Or be able to do.


As we all should know by now – Informal Learning happens all of the time.

It even happens in the midst of Formal – whether that’s the 20 or 10 in the 70-20-10 Reference Model – that I have flipped to be a 10-20-70 Framework on a Learning Life Cycle/Learning Curve.

I Blogged about that recently – here.


Whether what is intended to be learned/taught – is a sport – or a business practice – the best way to approach it is to get to the learner SOONER rather than LATER.

That’s why I contend that well done, Performance-based 10 should precede most of the 20 – which should precede most of the 70. In an ideal sense.

To avoid more Unlearning … through “Heading “Em Off At the Pass.”


In my view, flipping the 70-20-10 to become 10-20-70 is more in alignment with the Flow that is required … to minimize Unlearning.

If … one needs to keep the numbers …  which I would prefer are dropped.

But as I only get one vote – and the model is too well known – I’ll avoid the Sisyphus Trap – and work with it.


And… I’ll practice what I preach…


I hope that this helps to minimize your need for future Unlearning.

Your thoughts?

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