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.
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.