Systematically Deriving the Enablers of Performance Competence
Performance is complex. So is Performance Improvement. Training can help – and sometimes make up for an imperfect system. Not always – but often IME – in my experience.
If Master Performers can do it – others can emulate them and their Best Practices to achieve similar results IMO. That’s why we seek advice from others. That’s why we ask people to share – to show their work.
But we either let everyone figure that out on their own – which might be effective while being inefficient. Or we can improve the efficiency of getting people to be more effective.
What is Performance Competence? What is it at the Individual level, the Team level, the Process level, the Department level, the Function level, the Enterprise level, the Value Chain level, the Societal level?
To me – it’s all the same – scalable definition:
And key is Who Sets the Requirements?
How To: Systematically Derive the Enablers of Performance Competence
Part A1 – Select the Enabler Categories based on your project’s need and scope.
Part A2: Then pick any sub-categories within the first set of categories.
It is complex. Performance and its Enablers that is.
Part B – capture the details of that enabling category.
Example for a Training effort:
There are other charts/matrices for the other Categories – other than Knowledge/Skills. Those are part of my EPPI Methods, and are an extension of my PACT Methods.
Search this website for EPPI Content.
Find them all in the Resource Tab. There are hundreds.
A rather new set of Resources are my PACT Practitioner Self-Development Paths – paths through the myriad of Free Resources I’ve made available over the decades. Not all of my free resources – as their are hundred. But enough to get you started. Also in the Resources Tab.
If your Training isn’t going to be authentic – why bother?
For more on where this data can take you – in ISD via PACT – or in Performance Improvement via EPPI – search this website for both Resources For Free – or For a Fee.
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