T&D: We Support People Development As Directed By Their Management

And If That’s Not True – Then There’s Work To Do On That Too

And we in the Instructional function “support” rather than “take the lead” on that, on People Development, as we’ll only have the individual for a short period of time – cycle time – or the touch time within the cycle – compared to all of the individual’s time on the payroll.

And because of Cognitive Overload we’re pretty limited in term of what will be remembered – available for recall – immediately after we’re done with whatever it is we do for OnBoarding.

And then it will be up to each Manager to continue the OnGoing Development of performance competence of their people. Formally and/or Informally.

The Managers will have the individual for a much longer period of time – cycle time – and the touch time within the cycle – compared to all of the individual’s time on the payroll.


The Managers may use our Formal Instructional Content, but THEY set it up – and THEY check on it after the Formal Learning is done – and THEY discuss how to apply what was learned here … and how and when. And THEY reinforce its transfer and stickiness with positive feedback or inhibit that with negative feedback.

Let’s not forget we are in an (usually) Informal Partnership with Managers to develop their team to perform to standard (also usually Informal). Perhaps you need something less Informal in terms of a Partnership.


Develop them with authentic content – not exhortations – no matter how well meaning.

Focus on the processes they work in – and not an assemblage of well meaning – and with tons of Face Validity – TOPICS that don’t address authentic tasks and Outputs and the Measures for Both.

And organize everything by a model/framework that reflects the Performance Requirements of their organizational entity.

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Teach Managers-Supervisors-Team Leads “HOW TO” 

What are the Best Practices and Acceptable Varied Practices in…

  • Give Clear Expectations
  • Give Clear Directions
  • Give Timely Support
  • Give Timely Feedback

Teach those. With Direct Instruction with plenty of Practice with Feedback (before the next practice attempt).

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Then help them plan out and document Individual Training & Development Plans for their people.

Support Managers in developing the Performance Competence of their people.

Don’t help them Abdicate their role.

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Weekend Reflections 2019-09-07

Mentoring Without a Plan

As someone who has mentored others for 35+ years, I can tell you that I, as a mentor to dozens and dozens of ISD professionals, prefer to have the goals of mentoring articulated.

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And I can tell you, based on my experiences, that most Mentees, do not want to articulate a goal-set, and then a plan, with a schedule.

I have had Mentees that either came ready to articulate a goal-set, and then plan a plan with a schedule – or they came in the door – so to speak – with all of that written down and ready to share with me as a first draft. Those relationships worked better – from my perspective. And for the Mentee as well, I believe.

Mentoring is sometimes real work. And yes, sometimes it is more relaxed.

Mentors like a sense of accomplishment. Closing Gaps, Performing Tasks, Creating Outputs – all to Customers’ and Other Stakeholders’ Satisfaction. Sometimes they don’t get a sense of accomplishment until the very end – or they never get it.

So I appreciate that sometimes planning is appropriate at the start – and sometimes it is not. Sometimes the mentee hasn’t quite figured out exactly what they want help with – yet they know they want help of some sort.

But I’ve always been fond of this quote, that I learned in some training project in the early 1980s…

“Having No Plan Is A Plan – Just Not A Very Good Plan”

But, that’s just me.

Even if you can’t create a plan on Day 1, at some point it might be a good time to articulate and document a Goal Oriented Plan of Action.

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T&D: Random Thoughts About Performance Based Instruction

I am an Instructional Architect

I’ve been doing performance-based Curriculum Architecture Design since my first while I was at Motorola in 1981. As a consultant, since 1982, I have conducted 76 CAD efforts – the last finished in December 2018.

I see many wanting to call themselves Architects, Engineers in the Instructional/ Training/ Learning space. Yet I seldom see any “engineering” or “architecture” in their approaches/methods.


I’ve been sharing my approach to ISD – Instructional Systems Design – since 1983 – when I co-authored two articles that got published in 1984.

CAD – Training Mag – 1984 – 6 page PDF – the first publication about Curriculum Architecture Design via a Facilitated Group Process – published in Training Magazine in September 1984. Original manuscript (30 pages) – How to Build a Training Structure That Won’t Keep Burning Down.

Models and Matrices- NSPI PIJ -1984 – 5 page PDF – the first publication of the performance and enabler analysis methods for ISD using a Facilitated Group Process, from NSPI’s (ISPI’s) Performance & Instruction Journal, November 1984.


I’d Prefer Right Sized Rather Than Micro

But it always needs to be long enough as necessary – Otherwise Why Bother?


The GIF of Random Thoughts

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HPT Video Matinee with Cherie Wilkins

HPT Video Practitioner: Cherie Wilkins

This video was shot in 2019. It is 55:41 minutes in length.

This Video Matinee Series will be published on Tuesdays and Thursdays for the duration of 2019.

The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia. The full set of videos may be found and linked to – here.

HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”

Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.

HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.

ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.


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ISPI Regional Symposium October 10-12, 2019 at the University of North Carolina at Charlotte

Register – Here

Symposium Keynotes

Judy Hale and Lenora Knapp

Judy Hale, Ph.D., CPT, CACP and Lenora Knapp, Ph.D. have been curious about the future for a long time. As consultants who are brought in to “fix” challenging situations, they have seen what happens when organizations get too far “behind.” This keynote is also a rare opportunity to get the combined thought leadership of Judy Hale and Lenora Knapp together in ONE location.

Keynote Address

The Future of Work: How Do We Align the Workforce with Tomorrow’s Work & Workplace?

As we enter the Fourth Industrial Revolution, the world of work is (and will be) changing at a pace that has heretofore been unknown. Join Lenora and Judy for an intense, interactive dialogue on trends shaping the world of work and what it means to us as professionals. How will we prepare people with the technical and communication skills needed to survive in a world impacted by AI and technology? How will we shape curriculum and credentials, so we are building and measuring the skills people really need to survive in this time of rapid change? Lenora and Judy will share their latest findings on how work is being redesigned, and roles are being redefined, to prepare the workforce for technology-driven changes in the workplace. You will leave with insights on how you can stay viable and contribute to shaping the Fourth Revolution.


Program – October 11, 2019

One of several pages…

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Full 7 Page Program: ISPI Fall Symposium 2019

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