That Requires Analysis of the Human Performance Competence Requirements … To Be Supported
First – frame the Performance Requirements – at any level of the Enterprise – as Outputs produced by Tasks performed by (name the Enterprise level or team or name appropriate to your needs) … those humans.
And Then That Requires Analysis of the Stakeholders and Their Requirements & Any Conflicts in Those Requirements
You need to know what those humans known as Stakeholders Require. And potentially, what they Desire – in case you are simply at parity with any competition.
Next, look to broader sets of Tasks in the Process flow.
A Task-set is typically part of some larger, Macro Task-set.
I call them Areas of Performance but they are known by many names.
You might need more detail than what a Process Map captures/provides. I use the Performance Model.
Once you’ve got that down – the Performance to be Supported/Enabled – figure out how to enable it – after figuring out what enablers are in need of improvement or to simply be sustained.
Figure out what might need to be enabled better – and who in our Enterprise owns that responsibility?
Here is my general model for framing so that I can name names of the organizational entities that own the Responsibility for getting the right assets – people and non-people assets – to the process with an adequate quality capability, in the right quantity, on time and on budget.
Who owns each of the above sets of responsibilities in your effort?
Work with them to make their contributions adequate to the need – and robust to likely variations – and better prepared for reacting to unlikely variations – where and only where the seriousness of the Risks at Stake and the Rewards at Stake – dictate such a level of response to the current state and the likely potential future states.
Don’t conflate seriousness with likelihood.
When determining when to formalize Performance Support.
And provide Performance Support addressing any of the enabler categories or organizational types suggested by any of the above graphics.
Performance Support – for me – can include Training/Learning prior to the moment of need – as well as support in the moment of need.
Need is need.
Performance – via Support – getting THAT done – by any means – before or in the moment of need – or both – is what Performance Support has always meant to me. Not just Job Aids.
For the ROI – if it is sufficient in both amount and cycle-time.
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