L&D: Performance Is Enabled By Much More Than Knowledge/Skills

And It Takes Performance Analysis To Determine What Enablers Are Required

Here is a resource/reference about that – a 25 page PDF:

Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006.  This methodology was first published in this 1984 article in ISPI’s (then NSPI’s) PIJ in November 1984.

Slide1

Ideals and Gaps

The gaps’ causes might have nothing – REPEAT NOTHING – to do with Knowledge/Skill gaps.

But the fix of those non-K/S causes may require new K/S of the Performers and other Stakeholders. Don’t get confused about that.

Slide2

But Wait – Not Everything L&D Addresses Is Intended to Solve a Performance Problem

This cannot be overstated – as I see too many instances where it seems to be overstated that L&D (or T&D back in the day) should challenge that Learning Content (or T&D Content back in the day) is the Solution. Sometimes it is.

What if the Target Audiences are “new to the job” performers – and not incumbents?

New to the job performers – a.k.a.: new hires – may not be expected to already know what they need to know, what they already do know, and what of what they know is wrong – in this new context and perhaps maybe in any context.

How many have learned (incorrectly) that” “asking Closed Questions is wrong – in a Sales Context”…?

FYI: Research by Neil Rackham of SPIN Selling fame disputed that back in the 1970s.

request-for-training-problems-or-new-hires

Beside the Process Itself – There Are 2 Sets of Enablers In My Model

Your model may differ.

Slide3

My Version of a Fishbone Diagram

With acknowledgement to the late Professor Ishikawa and his Ishikawa Diagram from Japan in the 1950s.

Slide4

The Performance Model Captures Both Ideal and the Typical Gaps

I use a Group Process – of Master Performers and other SMEs – to define the ideal and the gaps and their probable causes.

Who else would you ask?

But trust – and verify if the Rewards and/or Risks are great for simply taking them at their word.

And I developed this approach as it was often simply not feasible to observe performance that might take months in reality – or was not feasible to get the critical things by doing document reviews and interviews. Plus there’s that thing about Experts can miss up to 70% of what a novice needs. Other use Cognitive Task Analysis and I use the Group Process.

Here are two articles from 1984 regarding the Group Process (as we called it):

CAD – Training Mag – 1984 – 6 page PDF – the first publication about Curriculum Architecture Design via a Group Process – published in Training Magazine in September 1984. Original manuscript (30 pages) – How to Build a Training Structure That Won’t Keep Burning Down.

Models and Matrices- NSPI PIJ -1984 – 5 page PDF – the first publication of the performance and enabler analysis methods for ISD, from NSPI’s (ISPI’s) Performance & Instruction Journal, November 1984.

Slide5

The Completion of a Performance Model Set of Charts Enablers Deriving the Other Enablers

You could use a Process Map – and I have.

But they are not as rich in data as the Performance Model. They don’t capture the gaps and probable causes.

Slide6

About That First Resource/Reference

Slide7

A free 25 page PDF:

Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006.  This methodology was first published in this 1984 article in ISPI’s (then NSPI’s) PIJ in November 1984.

Get Over Yourself and Beyond Yourself – As L&D

If you want your L&D organization to get into Performance Improvement – you are going to have to get well beyond K/S and Learning Content – Instruction or Information/Performance Support.

Slide1

But You Can Grow Into a Performance Improvement Function

And leave the Learning aspect to others in another part of a PI Organization.

FTTPIC

That book is part of a 6 Pack.

Slide7

For more on any of these book – and other books of mine – each sold separately – please go – here.

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