Clients Want Performance Competence
Even if they asked for Training or Learning. We have to be able to at least help them see where the gaps are – beyond knowledge/skills – even if we cannot fix the gaps for them ourselves.
And Instruction – Training for Learning might always be a portion of the Solution-set – if not Job Aids with or without Training. All are Instructional. Or should be.
Where to Start?
I start with a predictable process. And then I start with these questions…
These are my questions – and you can use them – but only if you have paraphrased backups – in case the wording doesn’t resonate with those that you are questioning.
At least that’s what I have been telling those I’ve trained in these methods since the early 1980s. It’s more than writing down the answers to a set of rote questions. Believe me.
And my preferred method in getting the answers to my questions since becoming a consultant in 1982 has been the FGP – Facilitated Group Process – where I facilitate a designated Analysis Team of Master Performers and others to paint the pictures of ideal performance (current state) of the Master Performers AND the Gapped Performance (current state) of the non-Master Performers.
Short Star Wars Themed Video
This video is just under 2 minutes in length. Done just for fun.
The 12 Key Sets of Variables/Enablers of Enterprise Process Performance
Can you count the 12 sets?
Don’t forget about The Process itself.
That’s where I start in my diagnosis efforts, a.k.a.: analysis or assessment. With the Processes – as in – is there one? Is it followed? If not why not? Is it appropriate for every occasion? Is it flexible enough?
And so on.
My Books to Help You
These 6 books – from 2011 – were updates to several of my earlier books: The Quality RoadMap (1994), lean-ISD (1999), T&D Systems View (2001), and management Areas of Performance (2004).
They are each available as Kindles and/or Paperbacks – see more information about them – and how to order – here.
Let’s Improve Performance Together
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