T&D: Beyond Training to Performance

Most of My Mentors Addressed Both Training and Performance

I started out in 1979 immediately being influenced by Bob Mager, Geary Rummler and Tom Gilbert. Soon thereafter it was Joe Harless, Harold Stolovitch, and then a couple of years later Neil Rackham and John Carlisle and many, many from the world of TQM – Total Quality Management including Deming, Juran, and Ishikawa.

And then I went to work with Ray Svenson.

All took a broader approach to Training for Performance – and looked at other variables to Performance – should simply addressing performance-based Knowledge/Skills not be enough to change the Measured Results.

When I started developing my methodology set – driven by a need to have multiple consultants – on staff and sub-contractors – working in harmony and consistently – on this project at hand and on another somewhere down the road.

My methods needed to work at every level of Performance – from The Value Chain down to the Individual. I wanted a short & sweet definition of GOOD (Performance Competence). And I needed it to reflect the reality of a multitude of Stakeholders whose needs – and sometimes wants – needed to be satisfied. And it needed to address the Performance Variables including but beyond Knowledge/Skills.

This is the top level of those needs – my needs…

The Wallace Performance Competence Variables – 12 Boxes

The 12 Boxes are the variables in the EPPI Fishbone Diagram – include the design of the Process itself. I’ve posted about this previously.

People perform in Processes (formal/named and informal/unnamed) – as well as teams – and departments/functions are simply bundles of Processes as are Enterprises and Value Chains. So I wanted to focus on the Process – and multiple Processes as needed.

Performance Competence at All Levels.png

The fishbone diagram is an adaptation of the Ishikawa Diagram from the 1950s in Japan – which I learned about in the late 1970s/early1980s.

Ishikawa Diagram

The spines on the fishbone come from an exposure to MRP and MRPII in 1981 combined with what I was learning about Performance Improvement that later became Human Performance Technology (HPT) from NSPI (now ISPI).

The 4 Ms of the traditional Ishikawa Diagram – Men, Materials, Methods and Machines – Ishikawa’s 4 Boxes (or would it be 5?) were separated by me into 2 classes – Human Assets and Environmental Assets – due to me being influenced Gilbert’s BEM (the next diagram). I liked segregating all of the human variables from the non-human variables.

As Deming taught, most (94%) of quality issues, were due to The System – not to the individual workers/performers. So I wanted my model to separate those two sets of variables.

My Process orientation comes from working with Geary Rummler after I joined a training department in 1979 where his brother-in-law worked and my 2 colleagues had previously worked with his brother – and then I got to work directly with him while I was at Motorola (1981-1982).

Gilbert’s BEM – 6 Boxes


Gilbert’s work – and the BEM were further detailed and extended by Don Bullock, Roger Chevalier, and Carl Binder.

Rummler’s Performance Matrix – 9 Boxes

Geary himself referred to this model as his 9 boxes. It was a play on the Binder version of the BEM – the Six Box model.


Rummler joined forces with Alan Brache in the late 1980s. Their work is carried on today by the Rummler-Brache organization – who offer workshops for others to learn their methods. See more about that at: www.rummlerbrache.com

Before Geary joined with Brache – he delivered and shared much of his work and models at NSPI (later ISPI), at Motorola, and many other conferences focused on Training, HR,  and Business Process Engineering, etc.

I have quite a collection of these. He gave them away freely as it was old by the time he printed it and presented it as he was all about Continuous Improvement.

Professional Development Takes a Village

Of course my influencers are many … and number in the hundreds. My biggest influencers – 42 of them – were addressed in my Blog Post Series of:

My First Friday Favorite Guru Series

And these are not including many of my more recent influencers.

I do have a list and hope to build upon the prior Blog Post efforts to extend that series – someday.

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