Yes – L&D Content May Be Appropriate
For new hires. Sometimes for incumbents too – but then I’m wary.
Wary Or Not – Here We Go
I agree to helping. Knowing that my methods will uncover the truth about what the need is – Training/Learning – or not.
The Requestor Most Always Wants the Performance Problem or Opportunity Addressed
So we both have that in common. Now – to just avoid Analysis Paralysis and deliver analysis data that’s believable.
Here is a PDF detailing my approach:
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.
Adopt what you can – and Adapt the rest.
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