Measured Results – 1984

I’m not sure if he coined the phrase or not – but I always liked how Jim McCampbell referred to “Measured Results” when I heard him speak.

We were both members of NSPI Chicago back in the day, and members of NSPI at the National level where he spoke and published about his Performance Orientation.

He also had a sense of humor about it all.

Page 2 – as Paul Harvey used to say.

And now you know the rest of the Story – as Paul Harvey also used to say.

Here’s a PDF of it for you…

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Don’t Work on The Means Without Clarity on The Ends

I don’t use the following phrase – often – or in isolation:

Task Analysis

I resist calling it Task Analysis as without the Outputs that the Tasks produce – it’s akin to Gilbert’s Cult of Behaviors.

Gilbert wrote about “Behaviors sans Accomplishments” (my words) where Accomplishments were the Results, or Outputs of Behaviors.

See his book: Human Competence (1978) and his BEM – Behavior Engineering Model, and this Job or Systems Engineering document (1970) from Gilbert’s and Rummler’s business, PRAXIS: https://hpttreasures.files.wordpress.com/2018/12/1972-1974-Praxis-Job-or-Systems-Engineering.pdf)

So I generally refer to both “Task Analysis” and “Cause Analysis” simply as “Performance Analysis” and sometimes “Performance & Gap Analysis.”

I try to keep it simple, because as an ISD and PI consultant, I am attuned to the fact that clients most often don’t like all of the specializations in our models and methods, so it’s best to use the K.I.S.S. principle…

KEEP IT SIMPLE SILLY

Yes, I changed that a bit. :)

Back to Task Analysis – Sans Outputs


Doing Task Analysis without starting with the Outputs (the Accomplishments) doesn’t do anything for me. Back in 1979 and the early 1980s I saw the products of Task Analysis, and they seemed to be random list of Tasks. They had no logical order. My Performance (and Gap) Analysis always looked different in format and wording.

Here is one example from 1986:

Before that Analysis Output was produced – via a Facilitated Group Process, we (Ray Svenson and I) had worked with our Team of Master Performers to produce a framework of Performance. Here is that:

Then Comes the Knowledge/Skill Analysis

I have the same issue with Inventories of Knowledge & Skills (K/S). I’ve seen lists of these too, and no connection with what they ENABLE. I was taught differently – back in August and the Fall of 1979.

We always established the Performance Requirements first, and then determined/derived the Knowledge/Skills per chuck of Performance. Those chunks used to be called Accomplishments – but later I shifted the language to “Areas of Performance” (AoPs) – and yes, those could also have been called Key Results Areas, or Major Duties, etc.

Here is an example of the K/S Data that was systematically derived from all the Performance Data… in that 1986 effort…

And these were the K/S Categories used back in 1986… along with other codes used in the data capture/reporting efforts…

Those 10 Catgeories of K/Ss became 17 by the late 1980s…

These are the K/S Categories I’ve been using since the late 1980s…

Note: my business partners often did/led the Analysis efforts “their way” – using “their language” – and would then then ask me to do/lead the Design efforts.

It wasn’t until I had a staff member create a Database in 1994 to help us capture and manipulate the data for downstream purposes – that I was able to (sometimes) shift their Performance – and language/labels – as they didn’t want gaps to appear. But – it was hard to get them to shift to where I was taking the methods and language/labels.

Oh – and there’s an 18th Category – as well: “Misc.” – for whatever K/S Item didn’t seem to fit any of the other Categories. That’s been rare over the decades – but it has happened. And it’s not worth spending more than a minute or two in wrangling with it.

The K/S Categories are a means to the ends of the Enabling K/S data. Don’t loose site of that. Of course, my Design methods accommodate all of that. That’s Key as well.

To see a Past Post that has all of that data – from 1986 – please go here.

To see another example – from 1993 – please go here.

The School of PACT – 55+ Videos

For Free: School of PACT Video Short Series – 55+ “video shorts” on my PACT Processes for T&D/ Learning/ Knowledge Management.

Some Recent Webinars on Video and Video Podcasts

This video is from January 2021 and is 61 minutes in length.

This video is from September 2020 and is 42:43 minutes in length.

This video is also from September 2020 and is 50:06 minutes in length.

Guy Has Offered Training on These Methods to His Clients Since 1983

Performance Analysis leads to performance-based Knowledge/Skill Analysis and that all leads to performance-based Instructional Systems Design – or performance-based Learning Experience Design.

My 2020 book (#15) is available from Amazon as a Kindle and Paperback – here.

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Monday’s Short Videos on pb-ISD and PIBI

pb-ISD refers to performance-based Instruction – and – PIBI refers to Performance Improvement Beyond Instruction.

Some Short Videos

PAEM…

CLO Tasks…

Process…

D after PP-A-D…

Subscribe if you like…

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Sunday HPT Video Matinee

***** ***** ***** ***** *****

In 2017 I started using Skype to enable me to broaden my reach beyond F2F recordings. Then in 2020 I started using Zoom.

Again, I have posted each of these videos on YouTube. They, unfortunately, are on multiple YouTube sites. Please use this link to the Index – here.

Guy’s HPT Video Series

The HPT Video Series … formerly known as 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 – over 125 – 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 might operate at any of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the professional 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.

This Series Has Evolved Since 2008

These videos were first posted on Google Video, then they were moved to Blink, and now they may all be found on YouTube. And my name for them has changed as well…

HPT Practitioner Video Podcasts and HPT Legacy Video Podcasts

– Practitioner Series – short 2-10 minutes, following a script. Intended to show the diversity of HPT and HPT Practitioners. (2008-2018)

– Legacy Series – longer 15-40+ minutes, also scripted, with added stories of other NSPI/ ISPI’ers from the earlier days of the Society or others who were of great influence. Intended to capture the stories of the people who influenced us. (2008-2018)

– HPT Video Series (2019+) – is a continuation of the first two types of videos in this series, but with less focus on capturing NSPI/ISPI members – and expanding out to any and all who use Evidence Based Practices in Performance Improvement regardless of any affiliation with ISPI or not.

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Saturday HPT Video Matinee

***** ***** ***** ***** *****

In 2017 I started using Skype to enable me to broaden my reach beyond F2F recordings. Then in 2020 I started using Zoom.

Again, I have posted each of these videos on YouTube. They, unfortunately, are on multiple YouTube sites. Please use this link to the Index – here.

Guy’s HPT Video Series

The HPT Video Series … formerly known as 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 – over 125 – 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 might operate at any of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the professional 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.

This Series Has Evolved Since 2008

These videos were first posted on Google Video, then they were moved to Blink, and now they may all be found on YouTube. And my name for them has changed as well…

HPT Practitioner Video Podcasts and HPT Legacy Video Podcasts

– Practitioner Series – short 2-10 minutes, following a script. Intended to show the diversity of HPT and HPT Practitioners. (2008-2018)

– Legacy Series – longer 15-40+ minutes, also scripted, with added stories of other NSPI/ ISPI’ers from the earlier days of the Society or others who were of great influence. Intended to capture the stories of the people who influenced us. (2008-2018)

– HPT Video Series (2019+) – is a continuation of the first two types of videos in this series, but with less focus on capturing NSPI/ISPI members – and expanding out to any and all who use Evidence Based Practices in Performance Improvement regardless of any affiliation with ISPI or not.

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Make Sure What You Capture Is Readable For All

Proper Planning Prevents Poor Performance

Stage the Room Correctly for F2F Meetings. Stage the Camera settings for Virtual Meetings.

My 12 Facilitator Tips

Details for these 12 can be found in several of my books, including lean-ISD (1999), and Conducting performance-based Instructional Analysis (2020). Or search for Blog Posts that cover these.

Four Videos on Guy’s 12 Facilitator Tips – From the Mid-1990s

Tips 1-2-3

Tips 4-5-6

Tips 7-8-9

Tips 10-11-12

A GIF

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