I Created This Diagram in 1993
To support my intended conversation with my two business partners about a book we were undertaking at the time. This was one half of the Big Picture – as besides the Human Resources – there are also the Environmental Resources – that Enable Process Performance. I’m not sure where that portion of my Persuasion Support is – as I haven’t seen it since the mid-1990s.
I recall riding on the roads, built 12 feet above the tundra, at the Prudhoe Bay Oil fields on the North Slope of Alaska in the Arctic Circle, trying to persuade both of them from the backseat of our assigned Truck – how we might tie our Performance Model format and data into the Big Picture. Or Bigger Picture.
And then we saw a Polar Bear cub on the right about 40 feet off the road. And looked immediately to our left … and saw the Mama Bear. And so Ray stepped on it, as they say.
And after that little distraction … I recall trying to get back to my point.
That took a few minutes or more.
The Quality RoadMap (1994)
That diagram – more filled out/completed to include the Environmental Resources – became the two bottom layers on the “front face” of the cube on the book’s cover.
And that led later – much later – to another of my books…
From Training to Performance Improvement Consulting (2011)
Which addressed “How To – No Kidding” segue from being a Training/ T&D/ L&D/ Learning/ Instructional Design department or function … to a performance-based Training function … to a Performance Improvement Consulting function (that would still offer performance-based Training.
As the cover suggests – earn the name change BEFORE changing your function’s/department’s name.
Too many were doing things like that IMO back in the early 2000s … changing their name due to their aspirations … before they were capable of pulling that off. False Advertising IMO. And not good at all IMO.
The 1993 graphic has influenced and been at the center of most of my books, and many articles, and consulting philosophies and practices since.
Let’s explore the 3 columns of that 1993 hand drawn diagram … left to right…
Process/ Performance Models
The 3 Tiers… have changed a bit … evolved as it were…
What that L-C-S is all about…
An Example Performance Model chart…
The Matrices called out in the middle column exist – and have been used – and go beyond the Human Resources/ Assets … and are framed by my adaptation of The Ishikawa Diagram … in the graphic above …
An Example Enabler Matrices chart…
Enabler Provisioning Systems
That third column – expanded to include the Systems that addressed both the Human Resources and the Environmental Resources – became this…
I changed the language from Human Resources – so as to avoid confusion with that function – as most HR function own only some of these BLUE BOXES and share some with their internal fellow-functions.
And of course not everyone likes my use of the term “Human Asset” just as they object to the term “Human Capital” – which I would use when speaking to my client’s clients and Stakeholders who most often didn’t get so hung up on language like that – and were probably already familiar with “Human Capital” and “Capital Assets”, etc.
That’s my story and I’m sticking to it!
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