Performance-Based Lesson Mapping for ISD/LXD

My 2021 book on Lesson Mapping…

Back in the late 1970s I learned about Backward Design – which we did after Backward Analysis.

Backward Analysis is when you start with the terminal Output and then look at Stakeholder Requirements & Measures, and then Tasks and their Stakeholder Requirements & Measures – and then look at enabling Knowledge & Skills.

Backward Design is when you start with Performance Objectives, then Learning Objectives, then the Performance Test, and perhaps a Knowledge Test, then Practice w/ Feedback, Demonstrations and then … finally … the K/S required (in as minimal amount as possible).

Oh – and Backward Development followed the same pattern as Backward Design.

And then Test, Test, Test.

Analysis Data Feeds Lesson Maps

Lesson Mapping – Book Review by Bill Brandon

Read Bill’s Review at The Learning Guild’s Learning Solutions – here.

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2 Webinars on Lesson Mapping

This video is 1:04:17 hours:minutes in length.

This video is 40:38 minutes in length.

A Chat with Authors – Britz Interviews Wallace

This video is 1:04:06 hours:minutes in length.

Early Reviews

See all of my books on my Amazon Authors Page:


My 18th Book Has Just Been Published

The Kindle is up and available at Amazon ($20 USD). The Paperback is also available ($25 USD).

Matthew Richter
President, The Thiagi Group

“Coaching has become a driving support for performance management for decades now. Countless books, trainers, and thought leaders have preached heavily on the need to coach. But, as far as I can tell, none have broken down the mechanics of social learning structure (the grandparent of modern coaching) in a way that is so readily transferrable to the work environment as Guy Wallace has done in his latest treatise on performance support.

In STRUCTURED SOCIAL LEARNING, Guy breaks down the mechanics for how coaching in the workflow happens in various contexts, how you can adopt and adapt it into your workflow, and how to evaluate whether what you have done actually worked. The book is densely filled with practical and prescriptive formats you can readily apply to your own contexts. Buy the book! Please read the book!! And then give it to all your colleagues and friends.”

Sofie Willox
Senior Learning Architect
Owner of So We Grow

Social learning is one of the most powerful and oldest ways to learn. Organizations today are changing their focus (fortunately) from classroom trainings towards Social Learning. However, what we don’t always do, is doing so following a structured approach.

In this book expert Guy Wallace guides the reader step by step to a structured approach and takes structured social learning to the next level. By following this process, L&D professionals make visible and non-tangible behaviors and decision making processes tangible. This does not only lead to a more transparent and objective approach, but also maps out the ROI of social learning.

This is a book for both Talent Development professionals, working in generic functions as well as for learning designers dedicated to dive into the topic of structured social learning.

John W. Toups
Owner and CEO of eTracker

I am personally and professionally impressed with the thoroughness of this book!  This process will help the employee with clarity and support to develop the right behavior and critical thinking that the work and the environment will reveal.  It is sure to produce a fulfilling experience and win-win results!

Harijanto Tjahjono, EdD
Instructional Designer
Lecturer and Researcher in Learning and Development
University of Surabaya

A must have for learning professionals! Reading this book feels like walking next to an expert in performance improvement (which Guy Wallace is) and listening to him guiding you through every step of implementing a system of social learning (otherwise known as on-the-job training).

Mr. Wallace’s years and years of experience in guiding companies building their learning system shines through in this book. If you are an L&D professional this book is a valuable addition to your personal or company library.

There are so many gems and references on how to develop your learning system that you will check the book frequently for Mr. Wallace’s wisdom. I know I will!

Chuck Georgo, CPT,
Executive Director, NOWHERETOHIDE.ORG, LLC

“In my personal experience, Structured Social Learning (SSL) is the most natural of ways that humans learn; that being from other humans. It begins early in life when your parents taught you to hold a spoon or to ride a bicycle. Later in school, although you weren’t aware of the fact, SSL was how you learned to play a musical instrument or to kick a field-goal. In his 18th book, Guy Wallace lays out a comprehensive “how to” for bringing the SSL approach into your organization as a tool to increase the performance and fluency of your staff, in turn helping your organization to better achieve its financial and societal goals.

Matthew C. Day
Anthropology PhD Research Student
UK National Health Service

This book provides a complete guide for establishing systems of social ‘coached’ learning that enable an organisation to cultivate learning and expertise transfer for targeted performance competence. The text starts with a detailed introduction to ‘Structured Social Learning’. The reader is provided with a detailed breakdown of key categories for interpreting necessary performance variables, an outline of the system, its constituting roles, features, and functions, and how to identify and define desired outputs. This thorough introduction is supported by a rich and personal case-example from Wallace’s experiences developing and applying such systems of social learning.

The main body of the text builds on this introduction to sequentially guide the reader through processes of analysis, design, development, and implementation for developing social learning systems. This includes a sophisticated application of Wallace’s ‘modular curriculum development’ to construct ‘the building blocks of structured social learning guides’ along with a detailed range of modes and media for learning/instructional designs and tests for performance competence. These guides and tests are generated by, maintained, and organised through a phased process of clearly defined leadership, core, and support structures that enable transparent and credible governance and assurance models for concise communications, administration, monitoring, reporting, and change management. Wallace’s approach makes accountability clear throughout and ensures that the production of social learning is cohesive, economic, and measurable: ultimately targeting efforts to where rewards and risks are high for an optimal output from time and resources.

In addition to providing a detailed method to design ‘structured social learning’ through a systems approach, the book offers equal attention to the operation of such systems, the management of pertinent data, and the balance between legitimate continuity and continuous improvement. This book, like the other current texts in Wallace’s 2020s books series, requires no previous introduction to Wallace’s approach. However, I felt at substantial advantage having read Conducting Performance-based Instructional Analysis (2020), The 3 Ds of Thought Flow Analysis (2021), and Performance-based Lesson Mapping and Instructional Development (2021). Structured Social Learning for Enterprise Performance Impact is an excellent addition to the series. Wallace presents an authentic and pragmatic approach for developing structured social learning, particularly ideal for those leading, designing, or reviewing organisational learning and development strategy. This book provides proactive and tangible methods that are responsive to the popularising epistemological interest in ‘cultures of learning’, the increasing value placed on local situated leadership, and the importance of transferring expertise within the workplace.

Is This Book for You?

This book is for you if you are an Enterprise leader, L&D leader, or an L&D Practitioner interested in improving the performance competence of your Enterprise’s people in their WorkFlows via Structured Social Learning – a more formal approach than informal, Un-Structured Social Learning.

A Structured Social Learning System isn’t always appropriate for all situations – but it might be ideal as part of the mix in terms of how L&D is deployed and people are developed.

Large Target Audiences requiring specific, targeted Performance Competence development are probably served better by approaches other than by just a Structured Social Learning System – which is really a Structured Apprentice System or a Structured Coaching System or Structured On-the-Job Training System.

A Structured Social Learning System simply may not scale easily or practically enough to meet that level of need at speed.

But medium and smaller organizations, functions, or departments might take this approach to transfer and build Performance Competence in general, or combat the loss of knowledge, skills, and competence due to upcoming retirements, or expand capabilities and capacity due to growth projections.

See all of my books on my Amazon Authors Page:

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Video: Guy Presenting on Performance Improvement – Beyond But Including Instruction

Video of my session with the students of Harijanto Tjahjono, EdD, Lecturer, Faculty of Psychology, at the University of Surabaya, Indonesia – for his class focused on Training & Development. 2021-11-09.

This video is 1:49:55 minutes in length.

Get a PowerPoint Show of the slides used here:…

See all of Guy’s books on his Amazon Authors Page:


EPPIC Quick Thoughts Series eBook – 3 of 7

Conducting Performance-Based Analysis for ISD/LXD Efforts

Too often ISD/LXD Practitioners are asked to produce Content without the Analysis data necessary to ensure that what gets Learned gets Transferred back to the Job and has a Positive Impact on Business Metrics.

It might be their fault, but it’s more likely the fault of their leadership and clients.

This is number 3 in a series of 7 – planned for the first 7 Fridays of 2022.


Revisiting the 2021 Pivot to Performance Series: Anne-Marie Burbidge

A Virtual Webinar Series in 2021 from David James of Looop and Guy W. Wallace of EPPIC Inc.

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organizational performance, achieving much more as a consequence.

This video is 55:44 minutes in length.

The 7 YouTube Videos from 2021

1- Ken Yates
2- Sebastian Tindall
3- Anne-Marie Burbidge
4- Dawn Snyder
5- Filip Lam
6- Steve Villachica
7- Panel: Anne-Marie Burbidge, Dawn Snyder, Sebastian Tindall, and Steve Villachica

These are also available on David James’ YouTube Channel – here.


Video: A Chat with Authors – Mike Kunkle

The Ultimate Sales Framework for Achieving Business Success

Sales enablement is no longer the new kid on the block. Having grown rapidly in recent years, it’s now considered a best practice at many sales organizations. But there’s little alignment across the sales profession on what sales enablement is or how to achieve it, nor is there a formalized strategy on what a sales enablement practice is or requires.

In his new book, The Building Blocks of Sales Enablement, sales enablement expert Mike Kunkle addresses these issues and presents a proven approach that both supports sales talent and achieves true business results. Kunkle lays out an easy-to-follow structure through the concept of building blocks, interconnected by systems thinking and supported by a consistent cadence of training, coaching, and content.

Comprehensive and versatile, this book is for senior sales leaders and sales enablement leaders who are starting or evolving a sales enablement function as well as for struggling sales practitioners to use as a diagnostic tool and road map.

Chapters detail how to use each building block, with reflective questions and guidance for creating your own analysis and tools. The book also includes a chapter on sales onboarding, separate chapters on how to integrate communication and support services, and recommended resources.

Impactful sales enablement projects are basically “change management initiatives” in disguise. Use the building blocks framework to navigate challenges, measure successes, and determine a path forward to improving business outcomes.

The Video

This video is 19:09 minutes in length.

Connect with Mike and his many resources:

What I liked most about Mike’s book, is that it takes both a Performance View and a Systems View to his topic.