I’ve Been Using These 4 Since 1982

I standardized on these for my CAD – Curriculum Architecture Design efforts – for staff development of my consulting firm’s staff and my clients’ staffs.

I always ask for clarification about who are the Primary Target Audiences – the Secondary Target Audiences – and who are the Tertiary Target Audiences.

Those who we were targeting completely, partially, and not at all – respectively.

To create a better set of modular Content on the front end of a T&D Path/ Development Map – to enable skipping those sets of Content – modular T&D Events – that were on the front end for those who had incoming K/S from education and experience – and for those who didn’t have them required in their Job Assignment.

Many with the same Job Title do different things back on the job. Job Titles are after all, for HR and setting compensation levels. Not describing (not always anyway) what people will be expected to do in their job.

Then I wanted to clearly establish what Worthy Outputs they were responsible for producing.

And then I wanted to know – for each Outputs and set of Tasks – what one needed to know. I use 17 Categories of Enabling Knowledge/Skill to tease that out – in my FGP – Facilitated Group Process methods.

Lastly – although many clients have wanted to do this first – is to understand what already exists and might be ReUsed – given the Performance and Enabling K/S requirements as the set of criteria with which to judge those prior Investments.

This is all covered in my 1999 book: lean-ISD. This book is available as a FREE PDF – and as a Kindle and Paperback.

And it is covered in my 2011 update: Analysis of Performance Competence Requirements.

You can find more information about both books – in the Resource Tab.

Plus – check out the:

PACT Practitioner Self-Development Paths

May the Performance Competence be with you.

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