To a Large Extent – It Depends on What They Already Know

In Terms of What is Needed from the Learning/Training/Knowledge Management Function(s)

As always, it depends.

Sometimes a general communications is all that is needed to affect Performance Competence. Sometimes it takes more. Or multiple “solutions” to get it right for all of the varied and variations in the Target Audiences.

Awareness

Sometimes Content – that might be called “Communications” – is sufficient.

Sometimes the prior knowledge of the Target Audience or Target Audiences is such that they just need to be told “XYZ” – and they will then be able to perform adequately, competently.

Sometimes not.

Sometimes it takes more than just “Awareness creating Communications.”

Knowledge

Sometimes Content – that might be called “Education” – is needed.

Sometimes the prior knowledge of the Target Audience or Target Audiences is such that they just need to be educated on “ABC” – and they will then be able to perform adequately, competently.

Sometimes not.

Sometimes it takes more than just “Knowledge creating Education.”

Skill

Sometimes Content – that might be called “Training – or Learning” is required.

Sometimes the prior knowledge of the Target Audience or Target Audiences is such that they just need to be trained on “123” – and they will then be able to perform adequately, competently.

Sometimes not.

Sometimes it takes more than just “Skill creating Training.”

Sometimes it takes re-engineering the Process Itself – changing the Environment such as the Data, Tools, Financial Resources, and/or the Consequence Systems that drives THE CULTURE.

Sometimes it takes some of that with changes in the job design, or the recognition and rewards systems. Sometimes it requires changes in the recruiting and selection criteria.

Sometimes it takes a little and/or a lot – of many of the variables of Process Performance.

As Always – It Depends

Sometimes the root cause of an issue (problem/opportunity) in any one Process – lies elsewhere – in the upstream Provisioning Systems that get the right people and non-people stuff to the Process. Sometimes it’s the Process Itself.

Same as it ever was.

There are so many variables to People Performance, to Process Performance, to Organizational Performance.

There Are Many Variables – And Many Disciplines

What’s in your model-set?

Here are some of the things I have in my model-set/way of thinking about Performance and Improvement.

This is covered in my book…which assumes your starting position is the Training/ Learning/ Knowledge Management perspective.

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