11. PERFORMANCE DETECTIVE
• TASK 1: Organize commitment of the right client
• TASK 2: Determine critical Business problem
• TASK 4: Describe current performance
• TASK 5: Describe desired performance
• TASK 6: Determine performance gap
• TASK 7: Root cause analysis: barriers
• TASK 8: Root cause analysis: critical tasks
• TASK 9: Prioritize root causes
• TASK 3: Determine core processes
12. EXPANDING YOUR ROLE IN THE BUSINESS
PERFORMANCE DETECTIVE
STRATEGIC PARTNER / ENABLER: IDENTIFYING CORE PROBLEMS
Training Needs Analysis Business Analysis
Target Group Analysis Performance Analysis
Requirements Definition Root Cause Analysis
ANALYST PERFORMANCE DETECTIVE
OUTPUT:
ROLE:
Training Needs, Target Group
Overview
Report Critical Business Issues,
Gaps, Root Causes, Critical Tasks
17. EXPANDING YOUR ROLE IN THE BUSINESS
PERFORMANCE ARCHITECT
SOLUTION DESIGNER CO-CREATING WITH STAKEHOLDERS
Design high level program of
training interventions Design solutions with the ’100’
Apply instructional strategies Validate and determine
702010 design
Requirements definition Root cause analysis
DESIGNER PERFORMANCE ARCHITECT
OUTPUT:
ROLE:
Learning objectives (goals), high
level design training interventions
Performance goals, prototype /
design
18. uncertainty /
ideas / sketching
choices based on
702010-design
Focus /
scenarios /
certainty
list of
feasible
ideas
research Prototype
design
Generate ideas in the design lab
Performance Architect
20. EXPANDING YOUR ROLE IN THE BUSINESS
MASTER BUILDER
SOLUTION BUILDER CO-CREATING WITH STAKEHOLDERS
Developing instruction plans Co-Creating Critical tasks with
stakeholders
Reviewing with designers
Agile review with stakeholders
Developing structured ‘formal’ learning
interventions
Co-Creation with Stakeholders:
including 70 & 20 & 10 Solutions
DEVELOPER MASTER BUILDER
OUTPUT:
ROLE:
Learning Interventions: e.g. e-learning,
training and training plans, workshops etc.
702010 Solutions including social
performance support,
information resources, sharing tools,
communities,
22. Supporting
Category Some examples
• Work instruction
• Performance support (checklist, flowchart, Quick Reference
cards etc.)
• Job aids
• Simulation
• Access to relevant policy and procedures
• Access to information(feedback) about performance
• Access to formal learning
• Access to informal learning
• Difficult tasks of projects
• New jobs
• Difficult clients, collegues, managers or other difficult
situations
• Special assignments
Challenging
Resourcing
Examples solutions 70
24. Category Some examples
• Taking part
• Modelling
• Shaping
• Peer feedback
• Power of experts in your network
• Power of peers in your network
• Peer support
• Peer feedback
• Knowledge production in communities (of practice)
• Knowledge sharing in communities (of practice)
• Good practices
• PDCA
• Root cause Analysis
• Double loop learning
• Training teams
• Coaching teams
• Coaching Examplary Performers
• Reflection tools for teams
• After Action Review
Collaborating
Improving
Reflecting
Examples solutions 20
26. PERFORMANCE GAME CHANGER
•TASK 22 Make connections
•TASK 23 Communicate and collaborate
•TASK 24 Form effective teams
•TASK 25 Make a program plan
•TASK 26 Support line management
•TASK 27 Make a masterplan
27. EXPANDING YOUR ROLE IN THE BUSINESS
GAME CHANGER
CHANGE AGENT WORKING WITH STAKEHOLDERS AND THEIR TEAMS
Preparing the delivery of formal learning
interventions
Developing master implementation plan
to improve performance
Delivering formal learning interventions Delivering joined-up 70, 20 and 10
solutions
Train the Trainer / Transfer training
expertise
Aligning project elements, adopting
results-based approach
TRAINING IMPLEMENTER GAME CHANGER
OUTPUT
ROLE
Learning interventions excecuted on
time, participants succesfully complete
program
Improved individual, team and
organizational
performance
28. PERFORMANCE TRACKER
•TASK 28 Make a measurement plan
•TASK 29 Collect and analyze data
•TASK 30 Report the results
•TASK 31 Monitor the 70:20:10 program
29. EXPANDING YOUR ROLE IN THE BUSINESS
PERFORMANCE TRACKER
EFFECTIVENESS AND EFFICIENCY EVALUATOR
Level 1-5 Evaluation Based on Kirkpatrick/
Phillips Performance measurements aligned with and
derived from business stakeholders
Formative and summative evaluation of
formal learning interventions
EVALUATOR PERFORMANCE TRACKER
OUTPUT:
ROLE:
Report of impact and recommendations to
improve future training interventions
Business case addressed, performance gaps
closed, problems solved