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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