T&D Paths Are Not Just For New Hires
But are front-end loaded, if you will, for new-to-the-job people.
That’s when people need help and guidance – when they’re new. Later, as they get more experience – they need less and are able to navigate and learn more on their own.
Most 10 Before Most 20 Before Most 70
Yes – I Flipped THAT Reference Model to 10-20-70.
It’s not exclusive to Management jobs, but some Management jobs and Individual Jobs are sometimes very complex. It’s tough when you have to figure out your job via something bad happening. Time and again.
The First Part of every T&D Path I’ve done since 1982 – is what later became known as OnBoarding. That includes the typical HR stuff, plus Welcomes to your Job (Part 1), the Enterprise, the Function, the Department, the Team and back to Your Job (Part 2 – Going Deeper than Part 1).
The Second Part of every T&D Path I’ve done since 1982 – is all about the Immediate Survival Skills. Those that you should have – ideally – before taking the wheel – so to speak.
Those are determine by The Design Team – a subset or the entire Analysis Team – composed of Master Performers and Other SMEs handpicked by the Project Steering Team for their credibility. And … so there are less arguments later about what’s covered and where it appears on the T&D Path.
The Third Part of every T&D Path I’ve done since 1982 – is all about the Other Knowledge and Skills that weren’t needed Immediately.
Many times – those potential modular Events on the Path are never built or bought.
They are left to what I have calling Un-Structured OJT (US-OJT) since the mid 1980s – which later became known as Informal Learning.
They’ll learn it by “hook or crook” I’d tell the Project Steering Team about those Un-Structured OJT Events on their T&D Path – who’d be looking at their 1st iteration of the T&D Path – that painted the visual picture of what is Needed and what Existed (see the red dots in the boxes on the Path) – and therefore what Gaps were current – that they might prioritize as H or M or L or Zero – for Resourcing.
Those not Resourced soon or ever – would be U-OJT (the 70) – until they could/might be upgraded to S-OJT/Coached (the 20) – or Group Paced, or Self-Paced (the 10).
As the T&D Paths gaps got addressed – the T&D Path would need to be updated. And if I had my way – put up on the walls wherever the Target Audience congregated. Real or Virtual walls. For marketing what existed – and what didn’t.
T&D Paths are done for the Most Critical of Target Audiences. What get’s bought or Built for them – can be shared with others.
But when you build or buy Content – it is done for and is authentic to those Critical Target Audiences – which isn’t ideal for the non-Critical Target Audiences. But then, they aren’t critical.
So the content’s Application Exercises and any preceding Demonstrations won’t necessarily Ring True for them – but you can’t afford it all. And not everyone should be treated as if their performance is of equal VALUE – from a Risk or Reward standpoint – to those Critical Target Audiences. That’s just life in the Real World.
There are many Free Resources on my website to help you learn on to do these – my way – yourself. And some for a Fee.
Check out the “PACT Practitioner Self-Development Paths” – here. A guide through the many FREE RESOURCES – to learn how to master my proven processes. Not for commercial use. That requires a License – for a Fee.
Don’t throw all you Existing Content onto a Path and call that something of value.
My experience – since 1982 – involving me assessing the ReUse potential of my client’s Existing Content in a T&D Path effort as the final Analysis Phase effort before the Project Steering Team’s gate Review Meeting – is that the Existing Content is most often lacking the How To/Task orientations – and is mostly/exclusively Topics with Face Validity (sounds right) – but is generally lacking the ability to transfer (for most people) and then improve Performance – which when you think about it – is why they brought me in in the first place.
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