Something I always think about (thanks to Kirkpatrick, Cathy Moore, and Human Performance Theory): Sometimes Training is not the answer.
From the outset: If we work backwards from what we want to see in the performance environment, we can identify the Critical Behaviors which allow us to perform gap analyses. Sometimes we find we need documentation (a guide, job aid, SOP, or checklist), sometimes we need a role adjustment, sometimes we need a tool, sometimes we need motivation or habit change—and training cannot solve all these problems. We also have to consider the forgetting curve: much of training is forgotten in a matter of days/weeks if it is not used immediately. In most cases, we need a multi-pronged approach to hit our target.
In addition, the same critical behaviors can be used to drive performance feedback, professional development, personal reflection and growth, and more. On the other end, performance outcomes and metrics can drive gap analyses and performance interventions. Strategic Performance Improvement is an evidence-based approach to training and professional and organizational improvement.
Performance Improvement Samples:
After consulting with multiple leaders, I used these behaviors as the basis for onboarding training and for gap analyses within the organization. You can see some of that training here. Below, the infographic “Alignment for Strategic Performance Improvement” illustrates how the performance improvement strategy hinges on critical behaviors.
Leveraging Critical Behaviors for Performance Improvement:
Critical Behaviors drive the Performance Strategy:
My Other Infographics for Performance Improvement:
Click to open in another window.
My Kirkpatrick Bronze Certification
My interest in Performance Improvement led me to enroll in the Kirkpatrick Certification course—I received my certification in August 2020.
