training doesn't work if performance matters
TRANSCRIPT
© Russell Martin & Associates, www.russellmartin.com
Training Doesn’t Work if Performance Matters
Lou RussellRussell Martin & Associates(317) 475-9311@[email protected]
© Russell Martin & Associates, www.russellmartin.com1
Predict the Future
• 2 – day LIVE workshop
• Hands-on: Students build a Project Charter and High Level Plan for a real project
• Simulation included
OUTCOMES:
% of class who finish classroom work for own project?
% of class who adopt the approach going forward?
% of class who return to their original ‘ways’?
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Barriers to Performance Change
Domain Challenge
Ability to Focus and Prioritize
Complexity of L&D
Availability of SMEs / Stakeholders
Decision Making
Emotional State
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“Let themeat cake…”
Barriers to Performance Change from L&D
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The Bad Ole Days
Accelerated Results
Optimized Capacity
Productive People
Engaging Culture
Training Programs
Charge Back
No Reinforcement/Metrics
No Strategic Guidance
No Accountability
What We DOWhat the Business Wants / Needs
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• Video Based Learning• E-Learning (synchronous)• Webinars• LMS• Competency Models• Micro Learning
Learning is Social
Each learner is unique
Delivery is not the same as Performance Change
Teach Less, Learn More
Stop Lying
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The Impact of Complexity
Are there people who can help you?
Is there a single right answer?
Do you have all the pieces? The cover?
Has anyone done this before?
Puzzle Mystery
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It’s About Performance
What will happen to performance after the learning intervention that is not happening now?
How will you know?
Why now?
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The Hero’s Journey: Change is Hard
http://www.amazon.com/The-Heros-Journey-Campbell-Collected/dp/1608681890
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After the event has occurred…
Is your ideaToo Small Too BigJust Right considering our barriers?
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Too Big: Pre-Work
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Barriers to Performance Change
Domain Rubric
Ability to Focus and Prioritize Is it actionable in 5 minutes or less?
Complexity of L&D Is communication clear, tight, easy to access?
Availability of SMEs / Stakeholders Do they practice techniques, tools, processes AND influencing skills?
Decision Making Do they know how to apply in their real world?
Emotional State Can we help them build self-awareness and regulation?
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Learning as PROCESS not EVENT
Prerequisite (small)
Experiential, real event
Drip campaign for review
Review webinar, reconnect, challenge
Peer Review
Coach/Mentor
Provoke/Market
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What You Need Difficulty(H, M, L)
Your Plan to DrivePerformance
Convert EVENTS to Performance Processes
Make it easy to play
Build Community
Engage / include decision makers
Improve Emotional State
Action Plan
Email us now at [email protected] for our
Performance Process Rubrics for PM, Leadership and EQ/Teams
FREE until the end of the week
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www.RussellMartin.comBring our workshops to your events!
Email [email protected] to learn more aboutour new Performance Processes:
• Realistic Project Management• Realistic Leadership Simulation• The Power of You:
Energy and EQ
Happily Ever After