Getting Your New Employees On Board a Path to Performance Competence

…and for getting incumbents back on track too, to Performance Competence…

A performance-based T&D/ Learning Path

A Path and Planning Guide guides both the Learner/Performer and his/her management in down-selecting what’s right for the individual based on the specifics of their job assignment and their incoming knowledge/skills and experiences.

The goal is: Performance Competence. The means are: any and all – that are feasible. The timing is: in the moment of need and/or prior to the moment of need.

My approach: CAD – Curriculum Architecture Design

CAD - POTs 2012

Client Quote (on my LinkedIn account here):

While I was working at Bank of America we commissioned Guy and his… team to redesign the three retail bank learning and development programs into one high performing curriculum design. As a result of this work we were able to reduce turnover at the frontline teller positions by an average of 30%. (This was work from back in 1998 – the quote from 2009)

Is that enough R for the I – as in ROI?

That leads to the reduction of the maintenance costs – of the overall Content life cycle costs – plus the other life cycle costs savings for having reduced or eliminated overlapping sets of Content.

Here’s the Rs in the ROI I see…

Slide40

However, that doesn’t mean that every situation meets the requirements of being worth it. That’s just reality. Do the math.

One Key is the Analysis

If there was no analysis of the Performance Competence requirements in the first place – the Path and Planning Guide might have “face validity” – without impacting performance much.

The same if you used a generic Competencies list – a lot of face validity – but when content is designed and developed it lacks being “authentic enough” to really impact performance.

Not enough R for the I.

ABC Sales PM Chart Example

The “secret sauce” in development of performance impacting Learning Paths, Training & Development Roadmaps, etc., is the analysis of Performance Competence.

If you aren’t starting with that – a model of Performance – then you aren’t starting with the end in mind. IMO.

Slide1

My latest book: Analysis of Performance Competence Requirements – addresses how to do this – and helps you and the client find any other variables in the current state that may need to be addressed to further assist your Learners/Performers in mastering their job assignments.

Soon to be available is this next “new book” – on Performance-based Curriculum Architecture Design – which is an excerpt and updated set of content from my 1999 book: lean-ISD…

I’ve done 74 CAD efforts – and taught hundreds of practitioners the analysis and design methodologies for Curriculum Architecture Design – since the early 1980s. I’ve written a lot, and presented a lot on this as well, going back into the early 1980s. Contact me if you would like to discuss how I might help you with formal Workshops and/or informal Coaching Sessions – and the development of the internal infrastructure, processes and practices needed.

This site has many posts and pages on my Curriculum Architecture Design (CAD) models, methods, tools and techniques. Search for them using the terms you see here in this post. There are many free resources on all of this, including audio podcasts, video podcasts, articles, book chapters, my older books for free (and some newer books/updates for a fee – paperbacks and Kindles). See the Resource Tab for all of these.

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