3 Questions for the Master Performers In Any Line of Work

A Line of Questioning

Mark Britz (@Britz) asked a question on Twitter and LinkedIn the other day:

I have the opportunity to interview about 20 leading voices in L&D. Topics like AR, VR, Workflow learning, Design Thinking, Video, etc. Let’s say I’ve got 5 minutes with them, 3 questions… what’s the line of questioning that would bring YOU the most value?

I originally responded with my question #1 below – and then the next day I added #2 and #3:

1- How do they go about affecting terminal Performance back on the job?

2- What are the most typical barriers they encounter?

3- What strategies and tactics do they employ to successfully avoid and/or address those barriers?

I believe that these 3 are at the heart of any T&D/L&D/ISD/ID/Performance Improvement Analysts tool-set.

Here I rework my 3 Questions a bit for this Post…


I use a Performance Model chart to both capture the performance data – and to report it out. That’s after first framing the Performance (within scope) using a chunking approach – chunks of Output-Task-Sets – that I call “Areas of Performance.” Also known as Major Duties, or Key Results Areas, etc., etc.

Here my focus is narrow for one chunk – and would be replicated for each chunk, say for Analysis and Design and Development and Implementation and Evaluation — or S and A and M, or any other framework you might use. Whatever.

What are the ideal Outputs & Measures and what Tasks are required?


What are the typical barriers in the way?


What are the strategies and tactics – in Task form – used to avoid the barrier – and to address if the barrier was unavoidable.


These are simplified questions. For more in-depth – 25 pages of depth – see my 2006 chapter in the HPT Handbook:

Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006.  This methodology was first published in this 1984 article in ISPI’s (then NSPI’s) PIJ in November 1984.


Bonus Graphics/Job Aids

FGP – Facilitated Group Process

Again, I prefer a FGP – Facilitated Group Process – when feasible. It’s not always feasible.

Covered in depth in my 1999 book: lean-ISD in conducting Analysis, and Design of T&D Paths and Planning Guides and in Design of T&D modular Events.


For a free 214 page PDF of lean-ISD – please go here.

Performance Analysis Job Aid

Covered in depth in my 1999 book: lean-ISD.


The Solution – beyond Instruction

The solution may be:

1- Standalone Job Aids

2- Job Aids covered in Training

3- Training for memorization and/or Skills honing)

4- Informal Learning/Doing Nothing At All

The right solution/solution-set, of course, might be totally outside Your Lane.


# # #

Leave a Reply

Please log in using one of these methods to post your comment:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.