← Free Audio Podcasts and Books for Sale Re: The PACT Processes for T&D, Learning and Knowledge Management

The Late W. Edwards Deming Estimated That Around 94% of the Possible Improvements Belong to the System – the Responsibility of Management →

Dec 4 2011

If Deming Was Right

… and 94% of all Quality Issues were attributable to THE SYSTEM – which management controls – and not the the worker/learner…

… then how you help your client determine what the cause(s) of their Performance Problems are – is a critical skill for the Instructional Analyst.

Steering them to the right Solution requires understanding what “other causes” there might be, doing Root Cause Analysis, and determining which of the 20% of the total Solution-set will give you 80% of the Results desired.

# # #

Like this:

Like Loading...

By guywwallace • Posted in Performance

← Free Audio Podcasts and Books for Sale Re: The PACT Processes for T&D, Learning and Knowledge Management

The Late W. Edwards Deming Estimated That Around 94% of the Possible Improvements Belong to the System – the Responsibility of Management →

One comment on “If Deming Was Right”

Pingback: Remembering W. Edwards Deming on the Anniversary of His Birthday | EPPIC - Pursuing Performance

Search the “Pursuing Performance” Blog and EPPIC Web Site

Follow this Pursuing Performance Blog and Pursue Performance Improvement for the ROI

Enter your email address to follow this blog and receive notifications of new posts by email.

Join 3,893 other followers

It’s Not All About Learning

It's All About Performance Competence - at the Individual level, the Team level, the Process level, the Organization level, the Value Chain level and at the Societal level ... or Worker, Work, Workplace and World.

Guy W. Wallace – Performance Analyst & Instructional Architect – ISD Consultant Since 1982

Instruction includes 1) Standalone Job Aids, 2) Job Aids Embedded in Training, 3) Training for Memorization and Honing Skills. Instruction via Self-Paced, or Coached, or Group-Paced Modes using various Media.

Contact Guy W. Wallace: guy.wallace@eppic.biz (Email) – 704-746-5126 (Mobile) –

My 10 Most Recent Posts

T&D/PI: Wednesday’s Words of Wisdom From the Past
Remembering the Late Joe H. Harless on the Anniversary of His Birth
Weekend Reflections 2019-11-09
T&D/PI: Wednesday’s Words of Wisdom From the Past
Off the Cuff – A Video Series From Alex Salas and ATD Central Florida
T&D: How We Learn Versus How We Think We Learn – Robert Bjork on Video
Weekend Reflections 2019-11-02
HPT Video Matinee with Bill Wiggenhorn
T&D/PI: Wednesday’s Words of Wisdom From the Past
HPT Video Matinee with Bob Mosher

As Best You Can – Use Evidence Based Practices in ISD and PI Efforts

This slideshow requires JavaScript.

The Current Most Popular Posts & Pages

What!?! But We Taught 'Em!!! All the Competencies!!!
Order of the Mongoose
The Big 5 in Human Personality Assessments: CANOE
What Guidance for Approaching Learning Is There From Maslow's Hierarchy of Needs?
A Real Ratio To Pay Attention To: 70:30
A Quality Moment From My Past
The late Geary Rummler - We Can't Get There From Here (1969)
T&D: Fun Fun Fun - Until Daddy Takes the T-Bird Away
The Late W. Edwards Deming Estimated That Around 94% of the Possible Improvements Belong to the System - the Responsibility of Management
Informal Learning from Games: Backgammon – the Cruelest Game

I am honored to have received ISPI’s 2010 Honorary Life Member Award for My Contributions to Human Performance Technology (HPT) and to the International Society for Performance Improvement (ISPI)

Performance Based Instruction – Focuses on Performance

Help your client determine their own internal Best Practices in order to share with others in the Enterprise as appropriate.

Guy W. Wallace

Performance Analyst & Instructional Architect - Since 1979

External Consultant - Since 1982.

EPPIC Inc. -
Enterprise Process Performance Improvement Consultancy Inc.

Lenoir NC 28645 USA

Email: guy.wallace@eppic.biz

Mobile: 704 746 5126

Web: www.eppic.biz

"Focus on the Performance Requirements - and Enable Them"

Guy has served 80+ clients including over 45 F500 firms since November 1982.

Recipient of the ISPI - the International Society for Performance Improvement - Honorary Life Member Award - 2010 - for contributions to the Society and to the Technology for Performance Improvement (PI).

Founding member of ASQ’s Influential Voices Initiative - 2010. Served through 2015.

Guy W. Wallace collaborates with his Clients using predictable, visible, proven processes on time and on budget.

Client work won awards for AT&T, General Motors, HP and Siemens Building Technologies.

Guy's 40 years in the performance improvement/ training/ learning business have been focused in 2 key areas:

1- analysis of the organization and its business processes to derive the "Learning Requirements" from the "Performance Requirements" and...

2- design/architecting the configuration of instructional and informational content.

Guy conducts Performance Improvement projects, Curriculum Architecture Design projects, Instructional Design/Development projects, and he both formally and informally develops and coaches client staff in his ISD and Performance Improvement methods, processes, and in the use of his tools and techniques.

I Want Performance Thinking Before Design Thinking and for Design Thinking to Include a Focus on Transfer – So Here Are Some Random Graphics ;)

This slideshow requires JavaScript.

Performance Competence via Performance-based T&D Paths & Individual T&D Planning Guides

What Would the ROI Be If You Could Leverage Performance By Leveraging Your Current State Master Performers and Bring Total Performance Up?

Guy’s Consulting Clients – Since 1982

(# of Projects)

Abbott Laboratories (3)
ALCOA (2)
ALCOA Labs (2)
Alyeska Pipeline Services Company (2)
American Management Systems (1)

Ameritech (1)
Amoco Corporation (13)
Apotex (1)
Arthur Andersen (1)
ARCO of Alaska (3)

AT&T (4)
AT&T Communications (1)
AT&T Microelectronics (1)
AT&T Network Systems (24)
AT&T Network Systems International (5)

Bandag (7)
Bank of America (2)
Bath Fitter (1)

Baxter (1)
Bellcore Tech (1)
British Petroleum-America (1)
Burroughs (1)

Change Healthcare (1)
Chamberlin Edmonds – Emdeon (1)
Channel Gas Industries/Tenneco (1)
Commerce Clearing House (1)

Data General (1)
Detroit Ball Bearing (1)
Digital Equipment Corporation (2)
Discover Card (1)
Dow Chemical (3)

EDS (1)
Eli Lilly (7)
Exxon Exploration (2)

Federal Express (1)
Fireman’s Fund Insurance (1)
Ford Design Institute (1)
Ford Motor Company (1)

General Dynamics (10)
General Motors (25)
GP Strategies (1)
GTE (1)

H&R Block (1)
Hewlett Packard (5)

Illinois Bell (3)
Imperial Bondware (1)
Imperial Oil (1)

J.K. Somers & Associates (2)
Johnson Controls (1)

Kodak (1)

Lockheed (1)
Lucent (1)

MCC Powers (16)
Motorola (1)
Multigraphics (1)

NASA (1)
NASCO (1)
NAVAIR (1)
NAVSEA (2)

NCR (2)
Norfolk Naval Shipyard (4)
Northern Telecom (1)
Northern Trust Bank (1)
NOVA (2)
Novacor (1)
NSA (1)

Occidental Petroleum Labs (1)
Opel (1)

Pacific Gas & Electric (1)
Performance Design Lab (1)

Quaker (1)
Qualitest (1)

Siemens Building Technologies (1)
Spartan Stores (1)
Sphinx Pharmaceuticals (1)
Square D Company (2)
SunTrust Banks (2)

Valuemetrics (1)
Verizon (3)
Verizon Information Services (1)

Wells Fargo Advisors (1)
Westinghouse Defense Electronics (1)

ZS Associates (1)

Project Overviews for over 200 of my consulting engagements – 1982 through 2018 – are available under the Clients Tab.

Testimonials From The Past

My Community

Guy W. Wallace – On LinkedIn

Click on Image for Guy's LinkedIn Profile

Follow Me on Twitter

@blair_kettle Yep. That's my focus in Performance Analysis. To define the critera for Tasks & Outputs. Before syste… twitter.com/i/web/status/1… 12 hours ago
@blair_kettle 4) At least that's how I generally define those two groups. Most might use some amount of "time in th… twitter.com/i/web/status/1… 12 hours ago
@blair_kettle 3) Not all claim Mastery, even when they can meet minimum standards. And, BTW, have seen darn few job… twitter.com/i/web/status/1… 12 hours ago
@blair_kettle 2) Some could be partially at the "experienced" level with a subset of their tasks & outputs, and sim… twitter.com/i/web/status/1… 13 hours ago
@blair_kettle 1) I would say that those who can perform all tasks, producing all outputs, to minimum stakeholder s… twitter.com/i/web/status/1… 13 hours ago
RT @FelixNater: Most workplace homicidal acts of employee on employee violence have disgruntled employee warning signs. If you want to exc… 15 hours ago
RT @guywwallace: T&D: Too many ISD/ID efforts are “One-Offs” and don’t fit together smoothly – and do not create a System of Instruction.”… 15 hours ago
RT @guywwallace: L&D: Immersive and Intense Simulation for Product Management (1987) eppic.biz/2018/02/05/ld-… https://t.co/YDvB3rVd7D 15 hours ago
RT @guywwallace: The Late W. Edwards Deming Estimated That Around 94% of the Possible Improvements Belong to the System - the Responsibilit… 16 hours ago
RT @guywwallace: T&D: A Proposed T&D Partnership Value Proposition eppic.biz/2018/12/04/td-… https://t.co/GEcsWQrqvD 16 hours ago

Follow @guywwallace

Targeted Performance-Based Instruction for Significant ROI – Requires a Partnership

This slideshow requires JavaScript.

Recognition and Awards for My Professional Contributions and Consulting

For Specifics - Click on Graphic

Performance Improvement Is A Collaborative Effort via ISD and/or PI

Published November 2011 by Guy W. Wallace at eLearn Magazine:

Click on Graphic to see: Why Is the Research on Learning Styles Still Being Dismissed by Some Learning Leaders and Practitioners?

Establishing On-the-Job Performance Competence As the End Goal

It’s Not As Simple As The Customer Is King

Click on the image above for the 1995 article PDF.

My 14 Books

Click on Image for More Info

5 Day PACT Analysis & Design Workshop 2019

Click Image for Quick Access to the Resource Tab

5 PACT Self-Development Paths Using Free Resources

Free Self-Development Resources for ISD via The PACT Processes for T&D

80+ HPT Videos: Guy’s Practitioner & Legacy Series

My First Friday Favorite Guru Series – My Thanks & Attributions to 42

These 42 individuals are the professionals who have knowingly and unknowingly influenced me the most. Click on the image for links to those 42 posts.

EPPIC’s YouTube Channel #1 – Videos Mostly from 1981 to 2017

EPPIC’s YouTube Channel #2 – Videos Mostly from 2018 And On

Click Here for Free PowerPoint Show Downloads

My Books – a Gallery

400+ Free ISD and PI Resources Available

Lessons in Making Lemonade : Guy W. Wallace’s Online Cartoon Strip series of 1151 Strips From 2010-2013

Buzz is the Manager of the on campus Lemonade Stand. He and his coworker and their customers are students in the Instructional & Performance Technology College of Rivercity University.

Requests for Training – What & When to Expect and What & When to Suspect

In an Enterprise Learning Context

Focus on Tangible Performance and Not on Intangible Topics

What Learners/ Performers Need

This slideshow requires JavaScript.

12 Process Performance Variables in the EPPI Model

The PACT Processes for performance-based T&D, L&D and Knowledge Management

lean-ISD : Effective and Efficient and Focused on the Performance Competence Requirements

The 5 Methodology-Sets of the PACT Processes for T&D, Learning and Knowledge Management.

Project Planning & Management -- Analysis -- CAD -- MCD -- IAD.

PACT builds Awareness – Knowledge – Skills to increase ReUse for multiple Target Audiences – for Performance Competence

3 Levels of Instructional Design: Path Design, Product Design, Activity Design

Flip It – Provide Most 10 Before Most 20 Before Most 70

This slideshow requires JavaScript.

I Prefer the Facilitated Group Process for Speed and Accuracy

Paths-Menus-Guides-Maps for Training and Learning and Knowledge Management

You Go Down The Learning Path to Go Up The Learning Curve – to go Up the Performance Competence Curve

Guy has been doing performance-based Training Paths and Planning Guides for clients since 1982. First published on Curriculum Architecture in Training Magazine in September 1984 and on the Analysis methods in NSPI's (now ISPI) PIJ in November 1984.