My EPPI Thinking Models & Methods

I’ve been in the L&D profession since 1979, a decade before the label T&D shifted to L&D. From the first days I was taught that Performance Back-on-the-Job was our target and improving that was our goal and that knowledge and skills (K/Ss) were just one contributing factor to Performance.

It was during our Analysis efforts that we would determine if K/Ss were the lever, or one of the levers needing improvement to obtain Measured Results.

As I created my own set of ISD Methods (PACT) I always had in mind the shift to non-Instructional methods (EPPI).

BTW – Instruction is inclusive of:

  • Job Aids & Training
  • Performance Support & Learning Experiences
  • Resources & Courses

And my default since those first days, back in August 1979, was Job Aids/ Performance Support/ Resources versus Training/ Learning Experiences/ Course – based on a 1970 newsletter from Geary A. Rummler and Thomas F. Gilbert – here.

Some of my articles on various aspects of this follow.

Customer Satisfaction – by Guy W. Wallace 1979 September – 5 page PDF written in my first month on the job out of college at Wickes Lumber for their company newsletter.

MTEC White Paper 1982 – 39 page PDF – a white paper I wrote while at MTEC – Motorola’s Training & Education Center – in May 1982 where I proposed combining the concepts, models, methods, processes, tools and techniques of Geary Rummler, Neil Rackham (of SPIN Selling fame) and of Deming, Juran and Crosby (and other quality gurus). This led to my boss taking that idea and changing it to become a Geary Rummler Do-It-Yourself Consulting Kit – which after I left in October 1982 became the training course created by Geary Rummler called OPS (Organization Performance Systems).

Continuous Improvement and Training – 19 pages – originally published as Chapter 4 in the Society of Manufacturing Engineers Handbook (May/June 1991). Training is critical to the success of most continuous improvement (CI) efforts. When processes are improved, maximizing the benefits of the improvement requires that those interacting with the process understand and can work within the context of the improved process. This may require a simple briefing or more extensive training, but training concerns are often overlooked and the costs of training ignored as improvement efforts are initially funded and undertaken. Are those costs then avoided? Not likely. It may be necessary to find funding later, when the need for training becomes an obvious requirement for implementing the changes. Authors: Guy W. Wallace, Peter R. Hybert and Terri Knicker-McCully.

Empowerment is Work – Not Magic – JQ&P 1993 – 6 page PDF – published in the Journal for Quality and Participation in September 1993 – originally titled Empowerment as a Process.

The Customer Is King – Not! – 15 page PDF – the original version of the article published in the Journal for Quality and Participation in March 1995 – address Balancing Conflicting Stakeholder Requirements, and suggests that the Customer is Not the King of Stakeholders (despite the unfortunate slogans from the Quality movement despite Deming’s admonitions about slogans). Balancing Conflicting Stakeholder Requirements – Wallace – March 1995 AQP

And the version in ISPI’s November 2011 Performance Express: Beyond the Customers The Customer Is King Not

Managing Human Assets – GWW, KMK, RAS – 8 page PDF – coauthored by myself and my two business partners, Ray Svenson and Karen Kennedy in 1995 after the publication of our book: The Quality RoadMap (1994 – AMACOM) – delving into an architectural approach to the design/ redesign of HR systems – driven by a performance orientation. Based on our Business Architecture from the Quality RoadMap book.

E04 Targeting EPPI – HAMS GWW 2001 – 2016 – 16 page PDF – from the CADDI newsletter Pursuing Performance in 2001 – updated in 2016 – about Targeting Enterprise Process Performance Improvement via Human Asset Management.

Goal of the Issue PIJ – 2003 – 3 page PDF – from ISPI’s Performance Improvement Journal in February 2003 regarding a Presidential Initiative of mine in 2003-2004 at ISPI to “clarify HPT” that I did with Geary Rummler – based on an article he had published 20 years earlier in 1983.

HPT in the Larger Improvement Arena – 2 page PDF article from ISPI’s Performance Improvement Journal in February 2003 regarding a Presidential Initiative of mine in 2003-2004 at ISPI to “clarify HPT” that I did with Geary Rummler – based on an article he had published 20 years earlier in 1983.

PI Feb 2003 – 49 page PDF – the entire issue from ISPI’s Performance Improvement Journal February 2003 – introducing the Presidential Initiative that later got tagged as “Clarifying HPT.”

EPPI – BPTrends Quarterly Columns – 2005-2007 – 106 page PDF – a compilation of my quarterly columns at BPTrends (Business Process Trends – from March 2005 through September 2007. On the topic of my EPPI methods.

The Enterprise Process Performance Improvement Model – 6 page PDF – a short overview of the EPPI model from 2007.

Managing and Mismanaging Stakeholder Expectations – GWW – 5 page PDF – original that was published in the Journal for Quality and Participation in June 1995 – my story as Uncle Guy doing the video for a niece’s wedding that went downhill before it all got started – due to the un-kept promises of a rental car company.

An HPT Marketplace View – News & Notes – Guy Wallace 2000-02 My suggestions for ISPI to develop a strategy based on an “as is” and a “to be” version of this model. (It didn’t happen.)

There is No Such Thing as Communications – Only Miscommunications – 4 page PDF – published in 2000 but written in the mid-1990s – covering the 4 key Communications Behaviors for communications, negotiations, and interviewing – whether 1:1 or for group process facilitation. News & Notes version: There’s No Such Thing As Communications – News & Notes May-June 2000 Guy W Wallace

Tools and Graphics in PROVEN Article Series – 2012 – several tools for readers of this 4-Part Article Series published in PROVEN quarterly in 2012.

My 29th book, Performance Improvement Consulting – should be available in the Fall of 2022.

See all of my books on my Amazon Authors Page:


IMO/IMX – Learning Experiences is an Old School Term

What’s Old Is New Again.

I always talked about designed Learning Experiences – to differentiate them from Unstructured OJT.

My firm’s newsletter used the phrase “Learning Experiences” numerous times starting with the first surviving copy I have from the Spring of 1988 (there were issues going back to 1984 I believe – but I no longer have copies).


The point is – use today’s language – but don’t be fooled into thinking that the concepts, models, methods, tools, and techniques – and the language – is always new. It might be. But often it is not.


WSV: 3 Short Videos

Wednesday’s Short 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




See all of Guy’s videos on his YouTube Channel – here.


I Was Jealous – So I Found Some Old Video From The Netherlands From 1990 and 1991

Friends Bob Mosher and Donald Clark were posting pictures the other day from their travels in The Netherlands on Facebook – and I asked Bob, “Where’re the windmills?” He replied, “Tomorrow.”

And after seeing those I located my videos from 2 of my business trips to The NL from way back in 1990 and 1991 and posted them to Facebook in a fit of jealous rage (JK).

So here are some excerpts…from the shortest video to the longest… and please remember that video cameras weren’t as good in 1990 as they are today.

Jaguar – 1991

My 8-Day Course That I Facilitated – 1990

Windmills – 1990

Tulips Fields – 1991

In October I’ll be speaking at L&D Talks in Brussels – Covid depending – and I hope to take some better photos and videos of my locale – if I have any free time.

See information about that conference – here.


HPT Video 2022 – Joe Dunlap

I hadn’t met or talked with Joe face-to-face, in person, or virtually, before we recorded this video, but I have been following him for a number of years on Social Media. He’s always promoting a Performance-Orientation – and so I invited him to do this video with me.

Adapted from LinkedIn

Joe’s focus is on Continuous Learning, Engagement, and Performance Improvement, Architecture, Strategy, Leader Competency Modeling, Innovation, Experimentation, Experience & Practice, Measures, Social Learning & Engagement

He is a Learning leader with over 15 years of experience and a comprehensive background in continuous learning and performance improvement, skills/capability/competency modeling, social & collaborative learning, cross-disciplinary learning teams, measures, technologies, and analytics.

Joe is a keynote presenter, panelist, podcast guest, author, and influencer for the transition of traditional Learning and Development to transformational continuous learning and performance improvement.

* Learning, Engagement & Performance Improvement Strategy
* Learning, Engagement & Performance Improvement Experience
* Skills, Capabilities & Competency Modeling
* Vendor Management
* Learning Technology
* Measurement
* Social & Collaborative Learning
* Learning, Engagement & Performance Improvement Architect
* Learning, Engagement & Performance Improvement Analytics
* Design Thinking, Lean Startup, and Agile for Learning & Performance Improvement
* 5 Moments of Need & Point of Work

* Led learning and performance improvement efforts resulting in annual savings from $24K to over $200K annually
* Reduced formal learning development by over 25% increasing work capacity and capability by 37%
* Improved employee retention 14 – 27%
* Increased employee engagement/satisfaction 13 – 19%
* Decreased time to productivity and competency 17 – 22%
* Grew learning and performance improvement experience practice 27 – 42%
* Awarded several best learning programs nationally and globally
* Transitioned the Performance Review process to Continuous Feedback

The Video

This video is 20:28 minutes in length.

The Resources and People Joe Mentioned

  • Dr. John Medina’s Brain Rules for Work
  • Think Again by Dr. Adam Grant
  • David James
  • Nick Shackleton-Jones
  • Heather McGowan
  • Dr. Amy Edmonson at Harvard
  • Gary Wise
  • Jess Aimlie
  • Linda Reynolds
  • Scott Galloway at NYU
  • Whitney Johnson and the S Curve of Learning

Connect with Joe

  • LinkedIn:
  • Email:

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.


L&D Maturity Model 2022

I’m a process kind of guy. Always have been. That’s why the work of the late Geary A. Rummler and the late W. Edwards Deming appealed to me. And the Maturity Model applied to IT and its processes.

To me, it’s all about Performance Competence Impact.

My first post about this was back in 2009 – here. And then an update in 2020 – here.

This video is 4:19 minutes in length.


The maturity of the Processes in T&D/L&D has been a focus of mine since I first started assisting clients in revamping their processes back in the mid-1980s – when they were trying to update their departmental Job Descriptions and Performance Reviews – to make them more “performance-based” – but we ran afoul of HR (Personnel) and their policies regarding such – so what we produced was used as part of an orientation for their new hires instead.

My 2001 book addressed the 47 Processes based on that mid-1980s work.

My recent 2022 book also addresses the 47 Processes, in 12 sub-systems of an L&D function.

See all 28 of my books on my Amazon Authors Page: