PS WEBINAR: Targeting the "Performance Zone"

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There are two common practices which often overlap when trying to introduce an effective performance support strategy – Learning Management and Performance Management.

Sometimes the overlap creates confusion around who owns Performance Support OR whether it exists in the first place. All too often this confusion causes many organizations to miss a powerful opportunity to truly transform their learning strategy into one that goes beyond the traditional views and approaches of a “training only” model which lives outside of the workflow. There is an often ignored “sweet spot” which both disciplines need to focus on and make more intentional. Gloria Gery called this “The Performance Zone”.

This webinar will share the typical tool and practices found within Learning Management and Performance Management and show how we can optimize them with performance support to enable the Performance Zone in ways never seen before.

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  • Bob
  • Bob
  • It's pretty likely that your business has two disciplines to help manage your performance. The learning management discipline helps you learn and grow, while the performance management discipline plans and monitors your performance. Together, these disciplines identify performance gaps and opportunities, offer new concept and skill training, and track your ongoing performance and growth. Both disciplines use their own set of tools, including frameworks, processes, and technologies.So, here's what typically happens. Someone, often your manager, decides you need to grow in a particular area. Perhaps you need to become proficient on a new system or improve your soft skills. You work together to create a performance plan. You somehow find the time to take some training. Then you check back with your manager at the end of the next quarter to see how you're doing. Sound familiar?
  • Director of Ariadne Labs &surgeon, Brigham and Women’s Hospital, BostonProfessor of Surgery at Harvard Medical School, Professor in the Department of Health Policy and Management at the Harvard School of Public Health
  • Our work environments are changing now more than ever with IT innovations, Social Media, etc. This graph you’re looking at here depicts competency (on the y-axis) and time to competency (on the x-axis). What we are all aiming for when training our learners is the ability for them to function competently when they are out of the learning environment, and back on-the-job. What this graph shows is the fall-out, or drop-off, when going from training to sustainment. The transfer is just not there – we’ve all read the studies that 90% of knowledge is lost within 30 days of training. So why put all your eggs in one basket (the training basket)? By implementing performance support, learners are able to have the support/training they need on-the-job, therefore as you’ll see on this next graph – not only achieving the required/desired competency BUT because of the PS support they are also able to accelerate the time to such competency…with the added ability for further improvements sooner rather than later, or never.
  • BOB
  • BOB
  • PS WEBINAR: Targeting the "Performance Zone"

    1. 1. ©Ontuitive 2013 #PerformanceSupport “Performance Zone”: The Missing Link Welcome!! We will be starting at the top of the hour. While waiting please introduce yourself in the chat area and answer this questions: “How well integrated are your Performance Management and Learning Management efforts?”
    2. 2. ©Ontuitive 2013 #PerformanceSupport Bob Mosher Chief Learning Evangelist Conrad Gottfredson Chief Learning Strategist #PerformanceSupport b.mosher@Ontuitive.com c.gottfredson@Ontuitive.com “Performance Zone”: The Missing Link
    3. 3. ©Ontuitive 2013 #PerformanceSupport Finding the “Performance Zone” Are you in the “zone”? Here’s how they tie together Today’s agenda 3
    4. 4. ©Ontuitive 2013 #PerformanceSupport How it has traditionally worked… Many organizations have 2 Disciplines to manage performance: 1. Learning Management – “L&D” - learn & grow 2. Performance Management – “HR” - monitors performance It’s time for an employee to grow in a specific area: 1. Create performance plan 2. Take some training 3. Check back in with manager at end of quarter to measure growth Chat Question: Sound Familiar? What are the challenges with this type of approach? Finding the “Performance Zone” 4
    5. 5. ©Ontuitive® 2013 #PerformanceSupport The challenges of the learning journey 5 Concept & Task Mastery On-the-Job Competency T R A I N T R A N S F E R Continuous Improvement S U S T A I N ?? T I M E T O C O M P E T E N C Y
    6. 6. ©Ontuitive® 2013 #PerformanceSupport Effective on-the-job performance requires organizational attention to 3 areas Continuous Improvement On-the-Job Competence The Performance Zone Concept & Task Mastery Performance Support (PS) InfrastructurePerformance Management Learning Management 6
    7. 7. ©Ontuitive® 2013 #PerformanceSupport Continuous Improvement Performance Support (PS) Infrastructure S U S T A I N Concept & Task Mastery On-the-Job Competence The Performance Zone “The metaphorical area in which things come together. It is the place where people get it, where the right things happen, where the employee’s response exactly matches the requirements of the situation.” Gloria Gery The Performance Zone Effective on-the-job performance requires moment of need support in the performance zone 7
    8. 8. ©Ontuitive® 2013 #PerformanceSupport Continuous Improvement Concept & Task Mastery On-the-Job Competence The Performance Zone The Performance Zone  Moment of Need Performance Support Learning Management Performance Support (PS) InfrastructurePerformance Management 8 Effective on-the-job performance requires investment in 3 areas Area One: Performance Management
    9. 9. ©Ontuitive® 2013 #PerformanceSupport Performance Management: • Plan work and setting expectations • Continually monitor performance • Periodically rate performance in a summary fashion • Develop the capacity to perform • Rewards good performance A Handbook for Measuring Employee Performance Core Practices • Managers • Employees • Organization 9
    10. 10. ©Ontuitive® 2013 #PerformanceSupport Performance Management: • Plan work and setting expectations • Continually monitor performance • Periodically rate performance in a summary fashion • Develop the capacity to perform • Rewards good performance A Handbook for Measuring Employee Performance Core Practices • Managers • Employees • Organization 10
    11. 11. ©Ontuitive® 2013 #PerformanceSupport Performance Management: • Develop the capacity to perform 11
    12. 12. ©Ontuitive® 2013 #PerformanceSupport Why to provide intentional moment of need support in the performance zone: Engagement Mindset Access & Time Transfer Sustainment 12
    13. 13. ©Ontuitive® 2013 #PerformanceSupport Performance Support (PS) InfrastructurePerformance Management 13 Effective on-the-job performance requires investment in 3 areas Area One: Performance Management • Chat Question: How well equipped do you feel your learners are to self-manage the performance goals assigned by their manager?
    14. 14. ©Ontuitive® 2013 #PerformanceSupport Continuous Improvement Performance Support (PS) Infrastructure Concept & Task Mastery On-the-Job Competence The Performance Zone The Performance Zone  Moment of Need Performance Support Performance Management Learning Management 14 Effective on-the-job performance requires investment in 3 areas Area Two: Learning Management
    15. 15. ©Ontuitive® 2013 #PerformanceSupport T I M E T O C O M P E T E N C Y T R A I N S U S T A I N The learning event zone Performance Support (PS) Infrastructure Learning Management • Taking time away from work to learn is costly to the organization. • There’s not enough time to train on everything effectively. • Change is happening so often that it’s tough to keep up. 15 Concept & Task Mastery On-the-Job Competency Continuous Improvement
    16. 16. ©Ontuitive® 2013 #PerformanceSupport T I M E T O C O M P E T E N C Y T R A I N T R A N S F E R Performance Support (PS) Infrastructure 58% 33% 12% • Learners forget or don’t learn in the first place. • There is unnecessary failure. • It costs too much to achieve sustain competency S U S T A I N T H E S O L U T I O N I S I N T H E P E R F O R M A N C E Z O N E 16 Learning Management Concept & Task Mastery On-the-Job Competency Continuous Improvement The learning event zone
    17. 17. ©Ontuitive® 2013 #PerformanceSupport 17 Effective on-the-job performance requires investment in 3 areas Area Two: Learning Management • Chat Question: How well supported are your learners when they enter the PZ after “training”?
    18. 18. ©Ontuitive 2013 #PerformanceSupport Finding the “Performance Zone” Are you in the “zone”? Today’s agenda 18
    19. 19. ©Ontuitive 2013 #PerformanceSupport Poll: How well integrated are these 3 disciplines in your organization? 1. LM, PM and the PZ are highly siloed 2. Either LM or PM are well integrated with the PZ 3. All three act in concert Are you in the “zone”? 19
    20. 20. ©Ontuitive 2013 #PerformanceSupport Finding the “Performance Zone” Are you in the “zone”? Here’s how they tie together Today’s agenda 20
    21. 21. ©Ontuitive® 2013 #PerformanceSupport Here’s how they tie together 21
    22. 22. ©Ontuitive® 2013 #PerformanceSupport T R A I N eLearning/mLearning Virtual/In-person Instructor-led The Work of the Organization R e q u i r e s S t e p p i n g A w a y f r o m t h e W o r k o f t h e O r g a n i z a t i o n M o m e n t o f N e e d P e r f o r m a n c e S u p p o r t E m b e d d e d i n t h e W o r k f l o w 22 Here’s how they tie together
    23. 23. ©Ontuitive® 2013 #PerformanceSupport • Planning work and setting expectations • Continually monitoring performance • Developing the capacity to perform • Periodically rating performance in a summary fashion • Rewarding good performance Real-time Moment of Need Support in the Performance Zone • Gaining and Sustaining the capacity to perform effectively in the workflow Performance Management Learning Management • Achieving mastery of knowledge and skills needed to perform effectively in the workflow 23 Here’s how they tie together - A Handbook for Measuring Employee Performance
    24. 24. ©Ontuitive® 2013 #PerformanceSupport T R A I N T R A N S F E R S U S T A I N S U S T A I N Orchestrated set of Technology Enabled services that are: • Embedded in the workflow, • Providing Contextual access to • Just Enough Information to enable ongoing Effective Performancewithin 2-Clicks and 10 Seconds with a Minimum Support from other people and is Measurable. Effective On-the-Job Performance Requires Intentional Investment in an Embedded Performance Support System (EPSS) EPSS Embedded Performance Support System 24
    25. 25. ©Ontuitive® 2013 #PerformanceSupport 2013 PS webinar series November 19th: The Compelling Argument to Move to PS (Save-the-Date: Invite to come) Event Learning 2013, Orlando, FL: November 3rd – 6th 25 Virtual Office Hours Sign on October 3rd at Noon EDT: http://learningguide.adobeconnect.com/officehours/
    26. 26. ©Ontuitive® 2013 #PerformanceSupport 26 Thanks! Next Steps & Resources Become a member of our Performance Support Community – if you already are – invite a friend or colleague! Email us at bobandcon@ontuitive.com for an invite! In the community you can: • Discuss the current and future states of performance support in your organization • Read our blogs, watch past webinars, listen to podcasts • Network • Collect business case data • Find resources to share with stakeholders to increase PS buy-in Contact Us: bobandcon@ontuitive.com @bmosh @congott

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