Leveraging Performance Isn’t Always About Learning
Learning is only 1 of 12 Variable-sets in Enterprise Process Performance – and in making Improvements. And then there’s the Process itself.
It does however – get involved – in helping with the implementation of almost all of the other variables’ improvement initiatives. Learning is often required as an enabler of Process Improvement efforts – Change Management efforts – involving:
- Process ReDesign
- Organization & Job Systems ReDesign
- Staffing & Succession Systems ReDesign
- Recruiting & Selection Systems ReDesign
- Training & Development Systems ReDesign
- Compensation & Benefits Systems ReDesign
- Reward & Recognition Systems ReDesign
- Data & Information Systems ReDesign
- Materials & Supplies Systems ReDesign
- Tools & Equipment Systems ReDesign
- Facilities & Grounds Systems ReDesign
- Budget & Headcount Systems ReDesign
- Culture & Consequences Systems ReDesign
My EPPI Model
The Big Picture – so to speak…
The EPPI Fishbone
This is, of course, an adaptation of the Ishikawa Diagram…
The Fishbone (either version) is used as a diagnostic tool – from the world of Total Quality Management. The Ishikawa is from Japan in the 1950s.
I use a Performance Model Format to capture the Process/Performance and a set of Enabler Matrices to capture the Enablers.
Gaps in Performance … Require a Change to the Process Itself At Times
And/or – at the enabler level.
Examples of Improvement Initiatives
This is, of course, only a partial list.
My Approach – EPPI – Is Covered In My 2011 Book 6 Pack
I suggest that one moves first from improving their approach/methods/tools/practices (etc.) to become more Performance-based – and then extending into Performance Improvement.
And – first earn the name change – before making the name change.
The 6 Pack…
For more information on these and a few of my other books, please go – here.
Focus on the Performance Requirements – and Enable Them
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