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Jan 28 2018

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By guywwallace • Posted in Performance

← L&D: Push-Pull Knowledge Management Systems – Part 3

L&D: Maps & Specs in The PACT Processes for T&D/ Learning/ Knowledge Management →

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Currently the Most Popular Pursuing Performance Posts & Pages

T&D: Avoid the Blended Learning Blues
Sometimes MashUps Are Misleading: Dale's Cone and Retention Data
The Big 5 in Human Personality Assessments: CANOE
L&D: The Learning Life Cycle - Learning Curve Model of 10-20-70
T&D: Training Addresses 1 of 12 Variables of Performance
Worthy Practices for Instructional Design & Performance Improvement
Product & Process Specs for a Damn Good Job Aid
A Quality Moment From My Past
Simulation Exercise Design for Managerial and/or Leadership Performance Competence
Lessons in Making Lemonade on the 5 Whys. Why?

It’s Not All About Learning

It's All About Performance Competence - at the Individual level, the Team level, the Process level, the Organization level, the Value Chain level and at the Societal level ... or Worker, Work, Workplace and World.

In an Enterprise Learning Context

I Prefer the Facilitated Group Process for Speed and Accuracy

Requests for Training – What & When to Expect and What & When to Suspect

Guy W. Wallace

Performance Analyst & Instructional Architect - Since 1979

External Consultant - Since 1982.

EPPIC Inc. -
Enterprise Process Performance Improvement Consultancy Inc.

Morganton NC 28655 USA

Email: guy.wallace@eppic.biz

Mobile: 704 746 5126

Web: www.eppic.biz

"Focus on the Performance Requirements - and Enable Them"

Guy has served 80+ clients including over 45 F500 firms since November 1982.

Recipient of the ISPI - the International Society for Performance Improvement - Honorary Life Member Award - 2010 - for contributions to the Society and to the Technology for Performance Improvement (PI).

Founding member of ASQ’s Influential Voices Initiative - 2010. Served through 2015.

Guy W. Wallace collaborates with his Clients using predictable, visible, proven processes on time and on budget.

Client work won awards for AT&T, General Motors, HP and Siemens Building Technologies.

Guy's 39 years in the performance improvement/ training/ learning business have been focused in 2 key areas:

1- analysis of the organization and its business processes to derive the "Learning Requirements" from the "Performance Requirements" and...

2- design/architecting the configuration of instructional and informational content.

Guy conducts performance improvement projects, Curriculum Architecture Design projects, instructional Design/Development projects, and develops and coaches client staff in his ISD and Performance Improvement methods, processes, and use of his tools and techniques - both formally and informally.

Guy’s Clients – Since 1982

(# of Projects)

Abbott Laboratories (3)
ALCOA (2)
ALCOA Labs (2)
Alyeska Pipeline Services Company (2)
American Management Systems (1)

Ameritech (1)
Amoco Corporation (13)
Apotex (1)
Arthur Andersen (1)
ARCO of Alaska (3)

AT&T (4)
AT&T Communications (1)
AT&T Microelectronics (1)
AT&T Network Systems (24)
AT&T Network Systems International (5)

Bandag (7)
Bank of America (2)
Bath Fitter (1)

Baxter (1)
Bellcore Tech (1)
British Petroleum-America (1)
Burroughs (1)

Chamberlin Edmonds – Emdeon (1)
Channel Gas Industries/Tenneco (1)
Commerce Clearing House (1)

Data General (1)
Detroit Ball Bearing (1)
Digital Equipment Corporation (2)
Discover Card (1)
Dow Chemical (3)

EDS (1)
Eli Lilly (7)
Exxon Exploration (2)

Federal Express (1)
Fireman’s Fund Insurance (1)
Ford Design Institute (1)
Ford Motor Company (1)

General Dynamics (10)
General Motors (25)
GP Strategies (1)
GTE (1)

H&R Block (1)
Hewlett Packard (5)

Illinois Bell (3)
Imperial Bondware (1)
Imperial Oil (1)

J.K. Somers & Associates (2)
Johnson Controls (1)

Kodak (1)

Lockheed (1)
Lucent (1)

MCC Powers (16)
Motorola (1)
Multigraphics (1)

NASA (1)
NASCO (1)
NAVAIR (1)
NAVSEA (2)

NCR (2)
Norfolk Naval Shipyard (4)
Northern Telecom (1)
Northern Trust Bank (1)
NOVA (2)
Novacor (1)
NSA (1)

Occidental Petroleum Labs (1)
Opel (1)

Pacific Gas & Electric (1)
Performance Design Lab (1)

Quaker (1)
Qualitest (1)

Siemens Building Technologies (1)
Spartan Stores (1)
Sphinx Pharmaceuticals (1)
Square D Company (2)
SunTrust Banks (2)

Valuemetrics (1)
Verizon (3)
Verizon Information Services (1)

Wells Fargo Advisors (1)
Westinghouse Defense Electronics (1)

ZS Associates (1)

Project Overviews for over 200 of my consulting engagements – 1982 through 2018 – are available under the Clients Tab.

ISPI’s 2010 Honorary Life Member Award Recipient

Free Self-Development Resources for ISD via The PACT Processes for T&D

The Wallace 6 Pack to Guide You – From Training to Performance Improvement Consulting

Click on Graphic to Link for More Information

The Last 10 Posts…

T&D: Avoid the Blended Learning Blues
T&D: Training Addresses 1 of 12 Variables of Performance
L&D: Tuesday L&D Processes Audit 38: T&D Staff Rewards and Recognition Process
L&D: My Micro-Micro Training Series for L&D/T&D Professionals
T&D: Target Consequential Performance and Performers
L&D: Tuesday L&D Processes Audit 37: T&D Staff Compensation and Benefits Process
L&D: My Micro-Micro Training Series for L&D/T&D Professionals
T&D: Facilitating a Group Process in ISD – Same As It Ever Was
HPT Legacy Video: Matthew Richter
T&D: Persona Self Reflections

My Community

Guy W. Wallace – On LinkedIn

Click on Image for Guy's LinkedIn Profile

I Don’t Always Tweet – But When I Do – I Use TweetDeck

T&D: Avoid the Blended Learning Blues eppic.biz/2018/09/21/td-… https://t.co/keKPEk4IPZ 2 hours ago
T&D: Training Addresses 1 of 12 Variables of Performance eppic.biz/2018/09/21/td-… https://t.co/Czb7WXg5gn 2 hours ago
RT @JaneBozarth: Young cousin did paid internship in HR dept of big intl co this summer. Not a lot of $$ but enough for PT summer work. Now… 2 hours ago
How to balance design thinking methodologies with evidence-informed learning design principles oeb.global/oeb-insights/h… via @OEBconference 3 hours ago
T&D: Learner/Performers prefer resources instead of courses, unless they want authentic practice with feedback in a… twitter.com/i/web/status/1… 4 hours ago
The Truth About Teaching to Learning Styles, and What to Do Instead : Publications Library | The eLearning Guild elearningguild.com/publications/1… 13 hours ago

Follow @guywwallace

Free Book PDF: lean-ISD (1999) cover the 5 methodology-sets of the PACT Processes.

Click on Image for free 410-page Book PDF plus links to a $30 Paperback version. lean-ISD was a recipient of a 2002 ISPI Award of Excellence for Instructional Communication.

5 PACT Self-Development Paths Using Free Resources

Guy W. Wallace’s 14 Books

Click on Image for More Info

Recognition and Awards for My Professional Contributions and Consulting

For Specifics - Click on Graphic

Flip It – Provide Most 10 Before Most 20 Before Most 70

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400+ Free ISD and PI Resources Available

My First Friday Favorite Guru Series – My Thanks & Attributions to 42

These 42 individuals are the professionals who have knowingly and unknowingly influenced me the most. Click on the image for links to those 42 posts.

EPPIC’s YouTube Channel #1

EPPIC’s YouTube Channel #2

60+ HPT Videos: Guy’s Practitioner & Legacy Series

What Learners/ Performers Need

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Click Here for Free PowerPoint Show Downloads

CAD – Curriculum Architecture Design – For Mapping Development Paths – Since 1982

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Paths-Menus-Guides-Maps for Training and Learning and Knowledge Management

A 1987 On-Boarding Story – Ramping Up a New Product Manager’s Performance Competence – Quickly

When Shortening the Time to Performance Competence is a Critical Business Issue with Worthy ROI. Click on Image for the Post

Measured Results Requires Meaningful Measurements

Click on Image for the Post

12 Process Performance Variables in the EPPI Model

Guy W. Wallace – Consulting Since 1982

Curriculum Architecture Design – Since 1982

Performance Competence Development Paths vs Learning Paths - the difference is in the Analysis.

Recipient of ISPI’s 2010 Honorary Life Member Award

The top ISPI award, was awarded for contributions to both the technology of performance improvement and to the Society - as unanimously approved by two consecutive boards of the Society. Awarded in 2010.

HPT Treasures – for Evidence Based Performance Improvement

Developing L&D Content for Performance Impact

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If You Could Bring Others Up Closer to the Levels of Your Current State Master Performers – What Would Be the ROI?

The PACT Processes for performance-based T&D, L&D and Knowledge Management

lean-ISD : Effective and Efficient and Focused on the Performance Competence Requirements

3 Levels of Instructional Design: Path Design, Product Design, Activity Design

The 5 Methodology-Sets of the PACT Processes for T&D, Learning and Knowledge Management.

Project Planning & Management -- Analysis -- CAD -- MCD -- IAD.

PACT builds Awareness – Knowledge – Skills to increase ReUse for multiple Target Audiences – for Performance Competence

CAD Architects and MCD/IAD Builds/Buys the Content for a more seamless approach to OnBoarding and OnGoing T&D/L&D.

CAD – Curriculum Architecture Design – of the Performance Competence Development Path

MCD/IAD – Builds/Buys/ReUses Content to Improve Targeted Performance Competence

In PACT – Even the APPOs – Application Exercises are Architected

KMS: Of Curated and Created Content to Enable Performance

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T&D: There are life cycle costs beyond the first costs of acquisition.

T&D and PI Collage

ISPI – My Professional Home Since 1979

My Blog Was Ranked # 12 of the Top 50 in L&D – in April 2014

To See the Entire List of the Top 50 Please Click on the Graphic

Retirement Book Pricing – As Of March 15, 2016

Click on the Image for a Link to More Info

Get Ahead of the Learning Curve with Performance-based Formal Learning

That's Why Formal and Coaching By Master Performers Should Precede Informal Learning. Less to Unlearn for Ultimate Success: Performance Competence

The Top 50 All Time Most Popular Posts and Pages – So Far

Here are the Top 50 Most Popular Posts and Pages

My Top 50 Posts 2007-2018 – And Links to the Top 10

1. The Big 5 in Human Personality Assessments: CANOE

2. What Guidance for Approaching Learning Is There From Maslow’s Hierarchy of Needs?

3. Capturing Ideal Performance and Gap Analysis On One Page – The Performance Model Chart

4. The 4 P’s of Marketing Applied to T&D/ Learning/ Knowledge Management

5. MCD – Modular Curriculum Development

6. The Detailed Project Plan

7. Tackling the Blocking of Building a Project Plan

8. Resources

9. A Quality Moment From My Past

10. A Real Ratio To Pay Attention To: 70:30

11. Either Hire Totally Maze-Bright Individuals – or Provide The Right Curriculum Architecture Guidance at the Right Time

12. Book Review: Cracking The Sales Management Code

13. Establishing an HR Platform

14. Kaoru Ishikawa and The Ishikawa Diagram

15. Presentations

16. The PACT Interview Guide – For Conducting the Initial Client & Stakeholder Interviews in Preparation for Detailed Project Planning

17. For Your Informal Learning – Smokey (the) Bear – Happy 63rd Birthday this Thursday!

18. Free Book PDF: lean-ISD

19. Sometimes You Need To: “Go Slow To Go Fast”,2377
The Soft Side of Six Sigma – by Joe Kilbride”

20. Lessons in Making Lemonade on the 5 Whys. Why?

21. EPPIC Inc.

22. If your ISD/ADDIE Processes Were Lean – What Would That Mean?

23. Performance-based “Personal and Interpersonal Knowledge and Skills Examples”

24. Publications

25. Foo Foo About: The Myers Briggs Type Indicator – MBTI

26. Sometimes MashUps Are Misleading: Dale’s Cone and Retention Data

27. Product & Process Specs for a Damn Good Job Aid

28. Free Book PDFs

29. Foo Foo About: Designing Instruction for Learning Styles Differences

30. Debriefing the Analysis Team in the PACT Processes

31. Performance-based Curriculum Architecture Design via a Group Process – What Was True in 1984 is Still True Today

32. Services

33. Achieving Role Clarity via Performance Modeling and E-S-I-R-A

34. You Can Never Really Communicate – You Can Only Mis-Communicate More or Less

35. Systematically Deriving the Enabling Knowledge/Skills From the Performance Model Data

36. What Does a Curriculum Manager Do? Performance-Wise?

37. 3 Example Stakeholder Hierarchies – One Size Does Not Fit All – Which Fits You?

38. You Go Down The Learning Path to Go Up The Learning Curve

39. Debunking the Myth – There Is No Such Thing As “Learning Styles”

40. Training/ Learning/ Knowledge Management Functional Audits and Improvement Targeting

41. 5 O’Clock – Product & Service Line Design System

42. My 1st Friday Favorite Guru Series: Joseph M. Juran

43. EPPIC PI Tool Series: New Product Development (NPD) Models

44. The Unconscious Competence of Subject Matter Experts – SMEs

45. Balancing Laissez-faire Management & Micro-Management Approaches

46. Free Book PDF: Management Areas of Performance

47. My 1st Friday Favorite Guru Series: W. Edwards Deming

48. PACT Practitioner Self-Development Paths

49. Is Your T&D/ L&D/ KMS Function Process-Centric?

50. Modeling Mastery Performance and Systematically Deriving the Enablers

As of June 15, 2018

# # #

There Is Too Much Foo Foo!

Avoid the Foo Foo in Instructional Design and Performance Improvement

You Go Down The Learning Path to Go Up The Learning Curve – to go Up the Performance Competence Curve

Guy has been doing performance-based Training Paths and Planning Guides for clients since 1982. First published on Curriculum Architecture in Training Magazine in September 1984 and on the Analysis methods in NSPI's (now ISPI) PIJ in November 1984.

What Was Innovative in Curriculum or Learning Architectures in 1984 – Would Still Seem To Be Innovative Today – Why?

Celebrating – 30 Year Anniversary of this Publication – September 2014

How to Build a Training Structure That Won’t Keep Burning Down - Training Magazine - September 1984

Celebrating – 30 Year Anniversary of this Publication – November 2014

Using a Group Process to Create Models and Matrices - NSPI Performance & Instruction Journal - November 1984

Performance Development Paths

a.k.a.: Learning Paths focused on Performance Competence

Walk the Talk – of Processes Maturity

Walk the Talk – of Processes Alignment

Walk the Talk – of Processes Centricity

Myth Busting in L&D

Click on Image for the Post

In the Resource Tab…

3 Levers in EPPI – Enterprise Process Performance Improvement

Click Image to Link to the Post

The EPPI View of Processes and their Enablers and Enabling Systems

And the Enabling/ Provisioning Systems and Processes that enable the Enablers. Note that "Awareness/ Knowledge/ Skills" are just 1 of 12 categories of enabling Process Performance variables - when you include the design of the Process itself, first and foremost.

I Offer Over 150 Free Videos On This Site On the Topics of ISD and PI!

ISD - Instructional Systems Design -- PI - Performance Improvement. See the Site's Resource Tab or Click On the Graphic

Lessons in Making Lemonade : an online cartoon strip series of 1151 strips.

Buzz is the Manager of the on campus Lemonade Stand. He and his coworker and their customers are students in the Instructional & Performance Technology College of Rivercity University.

Published November 2011 by Guy W. Wallace at eLearn Magazine:

Click on Graphic to see: Why Is the Research on Learning Styles Still Being Dismissed by Some Learning Leaders and Practitioners?

$5000 Reward in the Learning Styles Challenge – No Challenge Winners Since August 2006 – Award Increased from $1000 to $5000 August 2014

Debunking this Myth. Putting Our Money Where The Research Is.

EPPIC Inc. Is a Veteran Owned Business. Guy W. Wallace was a DINFOS trained USN Journalist 1972-1975.

Let’s Leverage Your Master Performers to Improve Everyone Else

EPPIC – Pursuing Performance

To Protect and Improve the Enterprise for ROI

L&D: Free PowerPoint Shows

Presentations From 1985 to Today

Free! Free! Free! No Sign Up Required!

No salesmen will call!

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Presentations From 1985 to Today

Free! Free! Free! No Sign Up Required!

No salesmen will call!

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