Apr 5 2019

My Thoughts on T&D – In Today’s Context

Focus on the authentic Performance Requirements and its Context.

Otherwise actual Performance back on-the-job may not meet its Requirements.

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By guywwallace • Posted in Performance

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Targeted Performance-Based Instruction for Significant ROI – Requires a Partnership

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It’s Not All About Learning

It's All About Performance Competence - at the Individual level, the Team level, the Process level, the Organization level, the Value Chain level and at the Societal level ... or Worker, Work, Workplace and World.

Guy W. Wallace – Performance Analyst & Instructional Architect – ISD Consultant Since 1982

Contact me if you'd like some help in planning and/or conducting an effort to determine and address the high priority instructional needs for a critical target audience. Instruction includes 1) Standalone Job Aids, 2) Job Aids Embedded in Training, 3) Training for Memorization and Honing Skills. Via Self-Paced, or Coached, or Group-Paced Modes of various Media.

Contact Guy W. Wallace: guy.wallace@eppic.biz (Email) – 704-746-5126 (Mobile) –

My 10 Most Recent Posts

HPT Video Matinee with Roger Kaufman
Revisiting My Cartoon Strip from 2010-2013: Lessons in Making Lemonade
Weekend Reflections 2019-07-13
T&D: 50 Years Later We Seem To Still Be Wandering
HPT Video Matinee with Russ Powell
T&D/PI: Wednesday’s Words of Wisdom From the Past
T&D: Training Design Criteria From Neil Rackham From 1981
HPT Video Matinee with Roger Chevalier
T&D: Performance Testing Proves Performance Competence – Or Not
HPT Video: Nadia Naffi

As Best You Can – Use Evidence Based Practices in ISD and PI Efforts

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The Current Most Popular Posts & Pages

HPT Video Matinee with Roger Kaufman
The Big 5 in Human Personality Assessments: CANOE
Sometimes MashUps Are Misleading: Dale's Cone and Retention Data
Lessons in Making Lemonade on the 5 Whys. Why?
T&D: Training Design Criteria From Neil Rackham From 1981
T&D: The Myth of MBTI
A Quality Moment From My Past
L&D: Proactive and/or Reactive Coaching
Capturing Ideal Performance and Gap Analysis On One Page - The Performance Model Chart
Book For Sale: The Curriculum Manager's Handbook

I am honored to have received ISPI’s 2010 Honorary Life Member Award for My Contributions to Human Performance Technology (HPT) and to the International Society for Performance Improvement (ISPI)

Performance Based Instruction – Focuses on Performance

Help your client determine their own internal Best Practices in order to share with others in the Enterprise as appropriate.

Guy W. Wallace

Performance Analyst & Instructional Architect - Since 1979

External Consultant - Since 1982.

EPPIC Inc. -
Enterprise Process Performance Improvement Consultancy Inc.

Lenoir NC 28645 USA

Email: guy.wallace@eppic.biz

Mobile: 704 746 5126

Web: www.eppic.biz

"Focus on the Performance Requirements - and Enable Them"

Guy has served 80+ clients including over 45 F500 firms since November 1982.

Recipient of the ISPI - the International Society for Performance Improvement - Honorary Life Member Award - 2010 - for contributions to the Society and to the Technology for Performance Improvement (PI).

Founding member of ASQ’s Influential Voices Initiative - 2010. Served through 2015.

Guy W. Wallace collaborates with his Clients using predictable, visible, proven processes on time and on budget.

Client work won awards for AT&T, General Motors, HP and Siemens Building Technologies.

Guy's 40 years in the performance improvement/ training/ learning business have been focused in 2 key areas:

1- analysis of the organization and its business processes to derive the "Learning Requirements" from the "Performance Requirements" and...

2- design/architecting the configuration of instructional and informational content.

Guy conducts Performance Improvement projects, Curriculum Architecture Design projects, Instructional Design/Development projects, and he both formally and informally develops and coaches client staff in his ISD and Performance Improvement methods, processes, and in the use of his tools and techniques.

I Want Performance Thinking Before Design Thinking and for Design Thinking to Include a Focus on Transfer – So Here Are Some Random Graphics ;)

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Performance Competence via Performance-based T&D Paths & Individual T&D Planning Guides

What Would the ROI Be If You Could Leverage Performance By Leveraging Your Current State Master Performers and Bring Total Performance Up?

Guy’s Consulting Clients – Since 1982

(# of Projects)

Abbott Laboratories (3)
ALCOA (2)
ALCOA Labs (2)
Alyeska Pipeline Services Company (2)
American Management Systems (1)

Ameritech (1)
Amoco Corporation (13)
Apotex (1)
Arthur Andersen (1)
ARCO of Alaska (3)

AT&T (4)
AT&T Communications (1)
AT&T Microelectronics (1)
AT&T Network Systems (24)
AT&T Network Systems International (5)

Bandag (7)
Bank of America (2)
Bath Fitter (1)

Baxter (1)
Bellcore Tech (1)
British Petroleum-America (1)
Burroughs (1)

Change Healthcare (1)
Chamberlin Edmonds – Emdeon (1)
Channel Gas Industries/Tenneco (1)
Commerce Clearing House (1)

Data General (1)
Detroit Ball Bearing (1)
Digital Equipment Corporation (2)
Discover Card (1)
Dow Chemical (3)

EDS (1)
Eli Lilly (7)
Exxon Exploration (2)

Federal Express (1)
Fireman’s Fund Insurance (1)
Ford Design Institute (1)
Ford Motor Company (1)

General Dynamics (10)
General Motors (25)
GP Strategies (1)
GTE (1)

H&R Block (1)
Hewlett Packard (5)

Illinois Bell (3)
Imperial Bondware (1)
Imperial Oil (1)

J.K. Somers & Associates (2)
Johnson Controls (1)

Kodak (1)

Lockheed (1)
Lucent (1)

MCC Powers (16)
Motorola (1)
Multigraphics (1)

NASA (1)
NASCO (1)
NAVAIR (1)
NAVSEA (2)

NCR (2)
Norfolk Naval Shipyard (4)
Northern Telecom (1)
Northern Trust Bank (1)
NOVA (2)
Novacor (1)
NSA (1)

Occidental Petroleum Labs (1)
Opel (1)

Pacific Gas & Electric (1)
Performance Design Lab (1)

Quaker (1)
Qualitest (1)

Siemens Building Technologies (1)
Spartan Stores (1)
Sphinx Pharmaceuticals (1)
Square D Company (2)
SunTrust Banks (2)

Valuemetrics (1)
Verizon (3)
Verizon Information Services (1)

Wells Fargo Advisors (1)
Westinghouse Defense Electronics (1)

ZS Associates (1)

Project Overviews for over 200 of my consulting engagements – 1982 through 2018 – are available under the Clients Tab.

Testimonials From The Past

My Community

Guy W. Wallace – On LinkedIn

Click on Image for Guy's LinkedIn Profile

Follow Me on Twitter

@white_owly Yes, both Good Experiences and Bad Experiences. 4 hours ago
RT @moehlert: Need a note-taking app that works in browser that's synced to app on my phone 4 hours ago
Great to catch up with former client, Jonathan White, the night before we leave for home tomorrow. We hadn't seen e… twitter.com/i/web/status/1… 5 hours ago
@TweetinChar Check out any version of the 70-20-10 online, in articles etc, and how L&D can/should be involved. Som… twitter.com/i/web/status/1… 9 hours ago
It's not Modern Learning. It's Modern Communications Channels repurposed for creating Awareness, Knowledge, Skills… twitter.com/i/web/status/1… 11 hours ago
RT @DTWillingham: "Cool kid" status doesn't hold up: and 3 other key take-aways about teens from research by my colleague Joe Allen https:/… 11 hours ago
RT @JaneBozarth: Target is releasing costumes for kids in wheelchairs. kidsactivitiesblog.com/125831/target-… 11 hours ago
RT @WillWorkLearn: Had a great time with the Good Practice Podcast folks. They are definitely worth a regular listen!! https://t.co/UT22oyo… 11 hours ago
@DonaldClark You don't need an App ... to find these bastards ... per Ike... https://t.co/Gj6kTLArgL 11 hours ago
T&D: Changing the Label From Training to Learning - back in the 1990s - Didn't Change the Prevailing Practices IMO… twitter.com/i/web/status/1… 11 hours ago

Follow @guywwallace

Recognition and Awards for My Professional Contributions and Consulting

For Specifics - Click on Graphic

Performance Improvement Is A Collaborative Effort via ISD and/or PI

Published November 2011 by Guy W. Wallace at eLearn Magazine:

Click on Graphic to see: Why Is the Research on Learning Styles Still Being Dismissed by Some Learning Leaders and Practitioners?

Establishing On-the-Job Performance Competence As the End Goal

It’s Not As Simple As The Customer Is King

Click on the image above for the 1995 article PDF.

My 14 Books

Click on Image for More Info

5 Day PACT Analysis & Design Workshop 2019

Click Image for Quick Access to the Resource Tab

5 PACT Self-Development Paths Using Free Resources

Free Self-Development Resources for ISD via The PACT Processes for T&D

80+ HPT Videos: Guy’s Practitioner & Legacy Series

My First Friday Favorite Guru Series – My Thanks & Attributions to 42

These 42 individuals are the professionals who have knowingly and unknowingly influenced me the most. Click on the image for links to those 42 posts.

EPPIC’s YouTube Channel #1 – Videos Mostly from 1981 to 2017

EPPIC’s YouTube Channel #2 – Videos Mostly from 2018 And On

Click Here for Free PowerPoint Show Downloads

My Books – a Gallery

400+ Free ISD and PI Resources Available

Lessons in Making Lemonade : Guy W. Wallace’s Online Cartoon Strip series of 1151 Strips From 2010-2013

Buzz is the Manager of the on campus Lemonade Stand. He and his coworker and their customers are students in the Instructional & Performance Technology College of Rivercity University.

Requests for Training – What & When to Expect and What & When to Suspect

In an Enterprise Learning Context

Focus on Tangible Performance and Not on Intangible Topics

What Learners/ Performers Need

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12 Process Performance Variables in the EPPI Model

The PACT Processes for performance-based T&D, L&D and Knowledge Management

lean-ISD : Effective and Efficient and Focused on the Performance Competence Requirements

The 5 Methodology-Sets of the PACT Processes for T&D, Learning and Knowledge Management.

Project Planning & Management -- Analysis -- CAD -- MCD -- IAD.

PACT builds Awareness – Knowledge – Skills to increase ReUse for multiple Target Audiences – for Performance Competence

3 Levels of Instructional Design: Path Design, Product Design, Activity Design

Flip It – Provide Most 10 Before Most 20 Before Most 70

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I Prefer the Facilitated Group Process for Speed and Accuracy

Paths-Menus-Guides-Maps for Training and Learning and Knowledge Management

You Go Down The Learning Path to Go Up The Learning Curve – to go Up the Performance Competence Curve

Guy has been doing performance-based Training Paths and Planning Guides for clients since 1982. First published on Curriculum Architecture in Training Magazine in September 1984 and on the Analysis methods in NSPI's (now ISPI) PIJ in November 1984.