Video Series 05 – Go For Performance – It’s All About Performance

It’s Not All About Learning

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother?

Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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1- My default post-Analysis – unless the Analysis of the Performance Competence and Context suggest otherwise – is to go for “Job Aids for Perf Guidance & Support in the Workflow” – and to make darn sure that they are Instructional and provide guidance for Tasks to produce outputs that both meet the stakeholder requirements … and not provide seemingly relevant Topics.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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2- Anchor you 1st tier Instructional Objectives back to authentic Performance Objectives – and then tie your 2nd tier Instructional Objectives – also known as Enabling Knowledge/Skill Objectives – back to those 1st tier Performance Objectives.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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3- Create Advance Organizers that frame the authentic Performance Competence tasks, outputs and stakeholder requirements for both – to provide a performance-based scaffold for your Target Audience to hang their new learning on – so that their focus is on Performance Competence requirements back-on-the-job.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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4- Create Performance Tests that reflect the Performance Competence Requirements back-on-the-job … and … create Performance Practice w/ Feedback to develop the authentic Performance Competence required back on the job. In my approach the Final Test is simply another performance-based Application Exercise reflecting enough of the critical Tasks and Output components – minimally the tricky parts – or the Final Test is a series of them.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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5- Create authentic Instructional Demonstrations – that resemble both the authentic Performance Competence Requirement from back on the job – as well as model the follow-on Application Exercises that provide authentic Practice with Feedback … to help your Target Audience see what they will be doing next in your instructional flow.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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6- Skinny down your Instructional Content to the absolute minimum necessary – eliminating extraneous, superfluous Content known as Seductive Details … to Reduce or Eliminate any Cognitive Load or … Overload. Less is actually more in Instruction. And Performance Analysis will help you eliminate the unnecessary content.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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7- If your Instruction doesn’t reflect the Performance Competence required back-on-the-job – you’re gonna have a hell of time doing all sorts of gymnastics trying to link your intended impact to any real business metrics that have meaning to your stakeholders. Your Instructional Analysis efforts needs to start with an Analysis of the Performance Competence Requirements and then the enabling K/S.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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8- You have an uphill battle trying to get supervisors and managers to do the pre-work, before Instruction, to link that to the authentic job requirements – as well as convince them to then do the post-Instruction efforts to help ensure transfer and stickiness – if your Instruction is not laser focused on the Performance Competence requirements back-on-the-job. You’ve got to produce Instruction with much more than face Validity – it needs Performance Validity.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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9- Your marketing messages about your Instructional offerings won’t resonate with anyone really paying attention if you yourself developed content that wasn’t anchored in the authentic Performance Competence requirements back on the job. You won’t use words and phrases that really connect with anybody who lives in that world and knows better.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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10- The late Tom Gilbert called it the Cult of Behaviors – where behaviors were seemingly taught for the sake of the behaviors alone – with little regard to the results of the right behaviors that produced what he called Worthy Outputs – outputs from Performance that were required and measured back on the job for your target audiences.

It’s not all about Learning knowledge and skills and behaviors – it’s all about Performance – even in a Learning organization. GET REAL – GET REAL AUTHENTIC – GET A PERFORMANCE FOCUS … FOR PERFORMANCE IMPACT. Or why bother? Good stewards of shareholder equity do not squander it on efforts that result in nil or negative Returns on Investments. They just don’t.

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