L&D: One Riot – One Performance Improvement Ranger?

A Client of Mine In the 1980s Had a Favorite Phrase

One Riot – One Ranger.


His theory was that whenever one of the business units had an issue (problem or opportunity) – all it should take was one person to go in and sort it out and fix it.

I wasn’t sold. But he was my client.

It was funny as he hired me to conduct over 20 projects over a 12 year span – and my methods were always – assemble a team – and facilitate them to conduct the planning, analysis, design and development.

He even traded additional consulting work for me conducting additionally deliveries of a program where I had delivered the Pilot Test session.

One Ranger – or the Right Posse?

I’ve been dealing with Consultants in the Training/Learning/Knowledge Management business since 1979. Most acted as Lone Rangers.

They’d conduct the planning, analysis, design and development by themselves.

They attempted to understand the situation – big picture – and the micro details and nuances – which I always felt was problematic.

I certainly felt that I would be incapable of quickly learning the big picture – and the micro details and nuances – even after months and months and months.

That’s why I gravitated to what eventually became know in my circles as the Group Process.

A Facilitated Group Process


I wrote about my first experience in a Group Process in 1999 about my 1979 experience:

Teaming for T&D GWW 1999 – 5 page PDF – on my story of inadvertently creating a team – out of frustration with too many revision cycles for a video script I was writing –  for training development back in 1979 – and liking the approach for using a Group Process to shorten cycle times and improve the quality of the output.

Then in 1984 I co-authored two articles about using the Group Process for Design (of what is now known as Learning Paths) and performance-based Instructional Analysis:

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.


And Then There’s the Badge

Which should represent demonstrated Competence – and not passing some Knowledge Test.

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