Performance Guides Guide Performance

Does the Performance Context

Allow for a Referenced Performance Response

or does it

Demand a Memorized Performance Response?

In my 1999 book, lean-ISD, I referred to what was then better known as Job Aids at the time, as “Performance Aids.” Just as I had called Job Models “Performance Models” – as they both address performance of more than one job – in a cross-functional Process, or what’s known today as WorkFlows.

My list of categories and types of Performance Guides has expanded a bit since my 1999 list (below) but they were all rooted in what I learned from Rummler & Gilbert in their 1970 newsletter on Guidance – The Short Way Home.

The Short Way Home

That Praxis Report – the Rummler & Gilbert newsletter from September/October 1970 – was something I was given on Day 1 in my first job out of college – that I started on August 6th, 1979 – 43 years ago today.

I was also given 2 books to read.

A Recent Book

You can learn more about this book – here.

In it, I position Performance Guides as one category of Performance Support of “things that enable the WorkFlow” where the disruption to the Flow of Work is minimal compared to enrolling into a Group-Paced or Coached Learning Experience. Yet – all 3 Modes of Instruction – Self-Paced, Coached, and Group-Paced are Performance Support – in my view.

My List of Performance Guide Types

And there’s this recent book.

And you can learn about this recent mini-book – here.

It’s Not All About Learning
– It’s All About Performance.

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HPT Video 2022 – William J. Ryan

This was my first conversation with Bill Ryan. We have been connected on Twitter for years and just recently on LinkedIn – an oversight I had just discovered and addressed as soon as I discovered that we weren’t connected there. Bill is a Performance-Kind-of-Guy, and I wanted to share and promote him – as that’s my current mission: Promote the People in the Cult of Performance to Others.

Adapted from LinkedIn

William partners with organizations to develop, engage, and drive retention while improving performance using learning strategically. I focus on increasing your competitive advantage by aligning the 3P’s: Purpose, People, & Process.

With 25+ years of connecting people across time and distance, he focuses on maximizing his client’s investment in technology and people by ensuring they work together efficiently and effectively while minimizing the distance and time barriers your dispersed workforce faces. He works in rapidly changing environments as a learning strategist for leading national companies focused on business outcomes and delivers solutions to help operational groups and senior staff lead virtual and globally remote teams.

William brings the skills and techniques leaders, teams, and organizations can use to define and develop their talent pipeline while improving the performance of their current workforce, supporting collaboration remotely, and helping people succeed in a world of constant change. 

The Video

This video is 35:03 minutes in length.

Connect with William

LinkedIn: linkedin.com/in/william-j-ryan

Websites

Phone

  • 502.797.2479 (Mobile)

Email

wjryan@ix.netcom.com

Twitter

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 150 – 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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Revisiting My 2001 Book: T&D Systems View

Background:

A systematic view of the 47 processes necessary for an enterprise T&D/ Learning/ Knowledge Management function.

Reviewer Quotes:

Roger Chevalier
T&D Systems View makes a lot of information available for both the experienced training professional or those new to the field. The focus of the book is on enhancing an organization’s training and development system while improving bottom-line results.

The “twelve hour clock” serves as a performance aid to guide the reader through headings for each hour that make up the 12 systems that contain the 47 processes of the overall corporate training and development system. The 12 systems are:
1. Strategic Planning
2. Operations Planning and Management
3. Cost/Benefit measurement
4. Process Improvement
5. Product and Service Line Design
6. Product and Service Line development
7. Product and Service Line Deployment
8. Marketing and Communications
9. Financial asset Management
10. Human and Environmental Asset Management
11. Research and Development
12. Governance and Advisory
What follows the descriptions of 12 training and development systems and the 47 related processes is an incredibly useful 48-page performance aid that guides readers in conducting self-assessments of their organization’s systems. This performance aid is “worth the price of admission” alone.

Miki Lane
“Guy Wallace has done it again! After demystifying the ISD process in his lean-ISDSM book, he tackles the corporate training and development system and puts it in a business-focused perspective. Whether you are in-house or serving as an external consultant, you will find Guy’s model an invaluable tool for enterprise training and development.

This analytic and design process ensures that you dot all the i’s and cross all the t’s when moving your company or client to Learning by Design, not Learning by Chance. The elegant clockface model helps you develop a clear picture of any organization and clearly helps you map out how best to effectively manage all the elements of the enterprise. Once the elements are mapped out, the model, through enclosed assessment and prioritizing tools, helps determine where and when to put corporate assets to maximize corporate return on investment.

This is a must-have book for any consultant or organization that is concerned about improving the performance of their organization through improving processes and competencies.”

Joe Sener
Once again Guy Wallace hits a home run with this informative text for the Training and Development organization. His process approach is one not often thought of by HR and T&D professionals. Clearly, this robust approach will shed new light on the management of training and development for your organization.

Judith Hale
T&D Systems View by Guy Wallace presents one of the best models for clarifying roles and responsibilities of leaders, managers, and workers when it comes to getting the desired job performance. The model really drives meaningful conversations about what is and is not in place, why, and who is responsible for making it happen. The model makes asking the questions about what has or has not been done and who should do it a whole lot easier. I recommend this book to anyone wanting to better understand what must be in place for people to perform well and how to enroll management in the process of making it happen.

Availability:

This book is available as a Kindle and as a Paperback.

See all of Guy’s books on his Amazon Authors Page:

https://www.amazon.com/-/e/B08JQC4C4V

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L&D Analysis without Paralysis

It cannot be said too often… the Secret to Effective & Efficient L&D is…

Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis Analysis

… but without Paralysis!

A Discussion the Other Day with some of Gary DePaul’s Grad Students

The questions shared with me in advance were:

  1. Leadership is about helping others develop mentally and morally. When working with instructional design clients, how have you helped them with their development?
  2. In class, we have talked about Rummler’s Fundamental Laws of Organizations. Do you believe these apply to all organizations, including school administrations?
  3. What advice do you have for instructional designers to influence project sponsors and subject-matter experts for thinking systemically about problems?
  4. For organizations with a training function, what should department heads be doing to strengthen their organizations?

Here’s a 76:10 minute video from that August 2, 2022 session…

Performance Analysis is Key/Critical

Focus on the Performance Requirements – and Enable Them!

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Wednesday’s Short Videos – 3 Videos

Here are three short videos on pb-ISD/LXD – PI-BBII – performance-based Instructional Systems Design/Learning Experience Design – Performance Improvement-Beyond But Including Instruction

One

Two

Three

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Other Than the Technology – What’s Old Is New Again

I remarked a bunch of times over the past decade – that IMX – the only thing that’s really changed in Instruction/Training/Learning – has been the technology – and the language/labels we use.

The technology we now have available to us has changed how we “do” our work, how we “administrate” our work, and how we “deploy and make accessible” our work.

Everything we desired and dreamed of doing is now totally possible – better, faster, and cheaper.

Thanks, NASA!

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