Engineering Performance Improvement via an L&D Effort

I am often tempted to say: “It all starts with Analysis!

But that would be wrong. It all starts with Project Planning – when the reason for the effort is stated, the goals articulated – and a plan of activities for data generation and data reviews are spelled out – along with timelines and cost estimates.

And then, any upfront assumptions and goals are adjusted as needed based on the Analysis data generated and reviewed.

My 6 Phase Framework for Project Planning and Project Management Instructional Development Efforts

I’ve written a bunch of books about my approach and methods – see them on Amazon here.

Note: The upside-down traffic/stop lights are Project Steering Team Gate Review Meetings.

The Foci of Instructional Analysis

In Analysis, our focus/foci, is on the terminal Performance and the Outputs produced by Tasks – both Behavioral and Cognitive – and how well those stack up against the Stakeholders’ Requirements.

And Impact goals for our efforts may be refined during the Analysis effort and set on improving those Better, Faster, and Cheaper metrics that the Analysis effort captured. Before any Design, Development, and Deployment efforts get started.

The Analysis efforts should have captured the Current State and the Ideal or Goal State regarding the Measures of Performance – and uncovered any Causes for those Gaps – including but not limited to Enabling Knowledge & Skills.

My adaptation and mashup of the Ishikawa Diagram and Gilbert’s Behavior Engineering Model (BEM) from back in the 1980s, serves me in my foci at the possible Root Causes in my Cause Analysis for any shortcomings/gaps between the Ideal/Goal State and the Current State.

And quite often, if not most often, the causes of Gaps are not Knowledge & Skill deficits of the Performers – unless the project is being undertaken to address the needs of New Hires. They are often one or more of the other 11 of 12 enabler variables of Process Performance.

So Performance might end up being Improved without any L&D being produced. That is decided at what I call The L&D Pivot Point.


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