PDP – Performance Development Paths

It’s Not All About Learning

Even for a Learning Organization – it’s about performance. As measured by various financial, stakeholder satisfaction, and other measures by all of those involved.

Without enough “prior knowledge” the Learner will struggle in an Informal Learning setting – for they don’t know what they don’t know.

And they probably don’t know if what they know, learned Informally or Formally, is even valid, or not.

They need guidance, a path, a menu, of the validated sets of content resources and experiences for their development toward Performance Competence.

There are many stakeholders, including the customer. Their requirements might be in conflict.Those conflicting stakeholder requirements needs to be balanced. Informal Learning might get the Learner to Improved Performance – but it’s likely that that Learner had plenty of prior knowledge – and could be both efficient with their approach to learning, but effective as they could sort wheat from chaff.

We can provide a Path/Menu to those without the Prior Knowledge. When there are risks to be avoided and/or rewards to be achieved.

Avoid Risks/ Achieve Rewards

Provide guidance.

It’s more than a simple exercise of sequencing Learning Solutions on some visual.

I have been doing Paths and Menus of Development Content for external clients since 1982. I’ve done 74 projects myself producing over 90 Paths based on a Content, Curriculum Architecture. My staff and the staffs of my clients – whom I have been training in these methods since 1983 – have done hundreds and hundreds more.

Those Paths presented modular Event and Module designs for any gaps on the Path, based on the analysis data.

In Enterprise Learning

We can do better than to produce Learning Paths. We can produce Performance Development Paths.

Here are a few examples from projects in the past.

 

Example Path – one of two in this Project.

 

Example – done on the heels of a Six Sigma effort – to train the global workforce in the new Process..

 

Example – use of Social and Informal, non-traditional and traditional learning approaches – way back in 1986 (this version is from an update effort in 89/90).

Each Path came with a Planning Guide – to help the Learners and their managers “down-select” and schedule, from the menu/path, those Training/Learning Events that made sense given their incoming knowledge/skills and their near term job/task assignments.

Performance Development Paths Are Marketing Posters

It’s the analysis data and design methods that mean everything – not the prettiness of the Poster.

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