Your Design Will Only Be As Good As the Analysis Data That Informs It

After listening to a dozen podcasts this past week, I have to conclude that while some seek to “go for performance” – most talk about Design of Experiences – but hardly ever mention Analysis of Performance.

The same as it’s ever been IMO/IMEx.

And I would like Performance Thinking prior to any Design Thinking. And why use “Personas” – as a proxy – when you could have people from the Target Audience guide your design decisions live – in your design workflow?

I’ve been using Master Performers to “Influence the Designer By Committee” since 1979. See this 1984 Training Magazine article I co-authored about “how”. It’s not new – other than the label. It’s actually old school – although not widely adapted/adopted,

Some talk about Outcomes but in a general manner. Some talk about Performance and seem to get it. I hope so.

My first job in ISD in 1979 was creating asynchronous T&D, video-based, with a Guide w/ minimal Readings, for a manager to use in a Group-Paced setting and/or for the employees to use on their own in a totally Self-Paced mode. It was based on an Analysis of the Sales person’s job in our lumber centers. A job I held while in college for 2.5 years.


We used a derivative of a derivative of a Rummler & Gilbert analysis methodology that I evolved back in the early 1980s to pretty much what I use today.

Here is the data structure or data architecture that I use – other than the “Mission” component – which became passe a long time ago – and I used to warm the group up – in my FGP – Facilitated Group Process for analysis – and again for design.


Here is that Fall 1987 newsletter:

I use the Lesson Map format – that I created in 1990 – as the design capture device – and reporting format in a Design Document.


It is fed by 2 types of analysis data – plus assessment data about Existing T&D Content for ReUse purposes.


Performance Data enables one to derive the enabling Knowledge & Skills and then feed the Design.


Focus on Performance Competence…


And the Performance Context…


A Short Video

Let Me Help You and Your Team “Go For Performance”


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Off-the-Cuff Video with Brent Schlenker on Learning Styles

From Alex Salas’ Excellent Collection of Videos

Science has not validated the notion of learning styles, but no one can deny they are real. People believe in them, schools and teachers keep spreading the notion, but why? Brent Schlenker went off-da-cuff about it.

This video is 32:33 minutes in length.

#atdcfl #instructionaldesign #learninganddevelopment 

Jordan Peterson Debunking Multiple Intelligence

VARK by Neil Fleming…

Learning Styles Challenge…


BECOME AN ELEARNING DESIGNER Join the eLearning career community at S


COMMUNITY For translating to other languages:…


Connect with Alex:

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Video #4 – Adventures in performance-based T&D

My Adventures 1979-Today

Part 4 of a series of videos about my adventures entering into and working over 4 decades in performance-based Training & Development. This video covers my current consulting firm, EPPIC – the Enterprise Process Performance Improvement Consultancy – beginning back in 2002, and my work with clients that started with me in the western suburbs of Chicago, and then beginning in mid-in 2004, in North Carolina. Recorded 2020-04-06.

This Video is 109:01 minutes in length.

This is one of several videos to come, in what might be described/ labeled as “The Insomnia Solution” – for your insomnia, not mine. ;)

The complete series of videos for Adventures in performance-based T&D is available here:

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Go For Performance – Video Shorts Series #10: Avoid the Cult of Behaviors 

Avoid the Cult of Behaviors 

Theme 10 – Round 1

T&D: A focus on Tasks vs Topics would make it much easier to avoid the Cult of Behavior & address the authentic Performance Competence Requirements for Outputs that meet Stakeholder Requirements that the right behaviors would lead to.

With a focus on Topics – it’s always a guess.

This video is 27 seconds in length.


Theme 10 – Round 2

T&D: Go for a Performance Impact! Avoid what the late Tom Gilbert called the Cult of Behavior. Look beyond overt behaviors to covert behaviors and focus w/ the ends in mind to Stakeholder Requirements. Focus on Tasks – and Tasks Lead to Outputs – and Both Have Stakeholder Requirements.

This video is 35 seconds in length.



Theme 10 – Round 3

With a set of Performance Models and Master Performers you can…

Go well beyond the Cult of Behavior … which is behavior change for the sake of behavior change … to behavior change for authentic, measureable Performance Improvement. Join the Cult of Performance instead!

I’ve been doing so in performance-based ISD since 1979, and as a consultant since 1982. You can too!

This video is 76 seconds in length.


Free Resource PDF

Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006.  This methodology was first published in this 1984 article in ISPI’s (then NSPI’s) PIJ in November 1984.

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38 Years Ago – My 1st White Paper: Participative Management of the Performance System

And I Think I Only Wrote One Other White Paper – As I Think About It Now

White Papers came to my attention after NBC did one – on video – about Japan and Quality. See that below.


Motorola was very interested in what was becoming/had become the world wide Total Quality Management movement – TQM. Japan was kicking their butts … as the saying goes. And so Motorola embarked on a huge initiative to do something about Quality.

Their effort was the PPS – Participative Management System – an adaptation of Likert’s System 4 concept.

I joined Motorola’s Training & Education Center in spring of 1981 after this had all started – and had many discussion with my clients – across all of Motorola’s manufacturing, materials and purchasing functions. And it seemed to me that PPS needed something.

We had Geary Rummler in as a consultant. And Neil Rackham. And others – but those two were central to my thinking.

So I hand wrote my White Paper one weekend and ask one of the secretaries (or was it administrative assistants by then?) to type it up.

And here is that first pass – before some typos were fixed. I handed out copies to some of the MTEC leaders…

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 a training course created by Geary Rummler for Motorola called OPS (Organization Performance Systems).

Paul with the Kit Shirt…

82-006 Paul MTEC

Guy with Geary in Paul’s Office…

82-008 Guy & Geary MTEC

I emailed several people from back-in-the-day about their recollection of this thing – and what I got back from Neil Rackham included:

“It’s amazing how much we knew back in 1982 and a sad commentary on the performance industry that there hasn’t been the same intensity of initiating since.”


With the GIF you cannot control the slide advancement… (24)

PowerPoint Show

MTEC White Paper- Participative Management of the Performance System – May 1982

With the PowerPoint Show (downloadable) you can control the slide advancement.

NBC White Paper: If Japan Can, Why Can’t We?

If Japan can … Why can’t we? was an American television episode broadcast by NBC News as part of the television show “NBC White Paper” on June 24, 1980.

This video is 76:38 minutes in length.

My 2nd White Paper: Video Production Process, Tools and Templates from 1983

Based on a system/process I had created in 1980 when I was in the Training Services function at Wickes Lumber in Saginaw Michigan.


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