T&D: From Training to Performance

In My Model I See 3 Steps or Stages

I see a move from 1) Training to 2) Performance Base Training to 3) Performance Improvement Consulting. I’ve posted on this before – and I have a book on this.

Stage 1- Training

Too many L&D/T&D Functions are doing Learning or Training – on Topics and Not Tasks.

Or it’s Tasks without a clear definition of the Outputs of those Tasks.

Or it’s lacking an understanding of how the Stakeholders measure those Outputs and those Tasks.

Or the barriers in the real-world – the Performance Context – that learners/Performers need to avoid or deal with if unavoidable.

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Stage 2- Performance Based Training

When you doing Performance Based Training – or Learning – you are dealing with the Outputs and their Measures and the associated Tasks and their Measures. You are dealing with the typical Barriers and How To Avoid Them – or What To Do If Unavoidable.

And you are Testing Performance Competence and not just Awareness and Knowledge – and doing so within the Instruction – and later back-on-the-job.

And providing Reinforcement Instruction – Spaced Learning – as needed.

Stage 3- Performance Improvement Consulting

In Stage 3 you are not only uncovering those Barriers – but you are helping the client to address them – to a point.

You can help with the Analysis – and maybe the Design – but the Solution-Set may be so far removed from your bailiwick – that others need to step in and design and develop the non-Instructional solutions.

You’re going to Need a Bigger Boat – so to speak – for you may have to collaborate with many other solution providers – and YOU may not be at the helm – so to speak.

In fact, you may be The Tail – and Not the Dog – to mix my metaphors. As PB Training may be needed after all of the other solution-sets are designed, developed and deployed.

Get used to playing second fiddle.

The More You Know About The Other Improvement Disciplines – The Better You Will Be At Yours

4Ws or MOPP List of HPT Things 2011 11

It’s complex. Don’t underestimate the complexity of Performance.

The Book

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From Training to Performance Improvement Consulting (2011) – as Paperback and Kindle

– a guide for a leadership team to take their Training/ Learning/ Knowledge Management organization and Stakeholders on a 2-Step Journey from Training to Performance Improvement Consulting.

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T&D: Leveraging Performance Competence – Beyond Instruction – Wednesdays

One Could Have All of the Knowledge and Skills Necessary for Performance Competence Yet Still Lack the Budget & Headcount to Perform Competently

Among other Performance variables.

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Budget & Headcount

The Budget & Headcount Systems (Financial Systems) provide the capital and expense budgets, and the headcount budgets needed to enable and support job holders in performing at a level of Performance Competence. Money is the grease of many Processes – if not all.

If this is an issue – perhaps your Enterprise needs to look more closely at its Budget & Headcount (Financial) Systems.

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What’s In Your Analysis Methods?

What do you and your methods bring to the issues – problems and opportunities – to help address the Performance Competence Requirements of the Individuals, Teams, Processes, Functions and Enterprise?

Is it time for a Tune Up?

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T&D: Rummler’s 10 Most Important Lessons He Learned About Human Performance Systems

What Works at Work

More words of wisdom from my former mentor…

The Article PDF

Read more of what Geary wrote about these 10…

http://performancedesignlab.com/wp-content/uploads/2012/04/41.-The-10-Most-Important-Lessons-Ive-Learned-about-Human-Performance-Systems.pdf

RIP Geary. And thanks!

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HPT Legacy Video: Will Thalheimer, PhD

Video Recorded June 18, 2018

Video is 35:19 minutes in length.

Will and I met at an ISPI Conference about 12 years ago, or so. I have been a big fan of his ever since.

He has been on my HPT Video Target List for years – and now that I am doing these via Skype and Camtasia – we no longer had to sit together face-to-face to get ‘er done.

His Videos

The Debunkers Club

From The Debunkers Club Home Page

Welcome to The Debunker Club!

Welcome!

This website is dedicated to the proposition that all information is not created equal. Much of it is endowed by its creators with certain undeniable wrongs. Misinformation is dangerous!!

There’s a lot of crap floating around the learning field. Much of it gets passed around by well-meaning folks, but it is harmful regardless of the purity of the conveyer.

People who attempt to debunk myths, mistakes, and misinformation are often tireless in their efforts. They are also too often helpless against the avalanche of information.

The Debunker Club is an experiment in professional responsibility. Anyone who’s interested may join as long as they agree to the following:

  1. I would like to see less misinformation in the learning field.
  2. I will invest some of my time in learning and seeking the truth, from sources like peer-reviewed scientific research or translations of that research.
  3. I will politely, but actively, provide feedback to those who transmit misinformation.
  4. More than a few times per year, I will actively advocate to debunk misinformation, EITHER by seeking out providers of misinformation and providing them with polite feedback, OR publicly posting debunking information on social media, etc. (or doing both).
  5. I will be open to counter feedback, listening to understand opposing viewpoints. I will provide counter-evidence and argument when warranted.

Do you want to join The Debunking Club? Sign up below. We’ll let you know if your application is accepted.

http://www.debunker.club/

Connect with Will Online

Twitter – https://twitter.com/WillWorkLearn

LinkedIn – https://www.linkedin.com/in/willthalheimer/

His WorkLearning Website – https://www.worklearning.com/

His Smiles Sheet Website

https://smilesheets.com/

https://smilesheets.com/buy-the-book/

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Connect By Email & Phone

Emailwill.thalheimer@work-learning.com

Phone: 617-718-0767

My Collection of HPT Practitioner and HPT Legacy Videos

Over 60 videos – see the Index – here.

My goal when I began these in 2008 was to portray both the diversity of HPT Practice and the Practitioners. Check them out!

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L&D: Tuesday L&D Processes Audit 25: T&D Facilitator and Coach Development and Certification Process

T&D Process 7.4: T&D Facilitator and Coach Development and Certification Process

Note: In my 2001 book I continued my decades old name for the profession as T&D – Training & Development.

Convert for your use as necessary. I will use both T&D and L&D in this weekly series for 2018.

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Not all loose processes need to be tightened up.

You should only do that Investment if the Returns warrant.

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Learning By Design vs Learning By Chance

When the Cost of Non-Conformance of poor Process/people Performance warrants the Investment in T&D/ Learning/Knowledge Management Content – then make those investments.

And – just because an L&D profession can determine a valid Learning Need and gap in Content – does not in and of itself warrant meeting that need – in any manner.

It’s a Business Decision. 

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The L-C-S Framework View

I use both views…

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Overview of the Big Picture

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T&D Process 7.4: T&D Facilitator and Coach Development and Certification Process

Process Purpose

The T&D Facilitator and Coach Development and Certification Process is used to prepare the humans in T&D deployment and/or support.

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Process Description

The T&D Facilitator and Coach Development and Certification Process ensures the quality of the instructors/facilitators and the coaches/mentors required to deploy and support the T&D.

Not all T&D needs humans in these roles, but some do. Sometimes known as 3T or TTT or train-the-trainer, this process is critical to every deployment method other than self-paced T&D.

Where appropriate, and as typically specified in the original T&D design and final deployment strategies and plans, instructors, facilitators, coaches, and support/help desk individuals must be prepared for their jobs if this was deemed a necessary T&D offering.

Sometimes a T&D facilitator only needs to be trained. But sometimes the process needs to go beyond simply training them to a higher level of certifying them, due to either regulatory requirements or because it’s the only smart thing to do.

Sometimes support personnel, as with a help desk model, need to be prepared to assist the learners and others involved in the deployment process (facilitators, coaches, and administrators).

For More About This Process In the T&D Systems View

See my 2001 book: T&D Systems View.

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Click on image to link to the download page.

T&D Systems View is also available as a $15 Paperback book – and $7.50 as a Kindle – for more information and/or to order – please go – here.

This 2018 Weekly Series Continues Next Tuesday

For Past Series Posts search this site using: “Tuesday L&D Processes Audit”

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