Performance Matters - Learning and Performance - 6

THE BIG OPPORTUNITY
* Automatic unintentional thinking happens everywhere
but can be leveraged in work situations.
TODAY'S FORCES OF CHANGE
Fifteen areas of influence are already beginning to impact
learning and development-or may be soon. As you
review these forces, consider how many of these directly
impact learning and performance in your organization.
1. Working with Habits
2. Performance Triggering
3. Supporting Remembering
4. Performance Preparation, Inoculation, Resilience
5. Supporting Insight Learning and Creative Ideation
6. Supporting Innovative Perseverance
7. Supporting Self-Guided Learning
8. Supporting Team Leaders as Learning
Ambassadors
9. Going Beyond Conscious Intent
10. Data Science
11. Artificial Intelligence
12. Virtual and Augmented Reality
13. Improved Learning Evaluation
14. Social Responsibility
15. Increased Professionalization
In looking at these 15 forces of change, it's
impossible to know how they might combine
to foster breakthroughs, how they might
fundamentally alter how work gets done, or how
they might forever change how organizations
support people in their work.
Despite some uncertainty, a new focus
seems to be emerging from this list of today's
innovations-a focus on the work-performance
context. Where we have historically focused on
creating instruction, prompting tools (like job aids),
and learning experiences, these 15 forces suggest
an important new set of opportunities: if only we
focus more on the experience of people in their
work-performance situations.
Most of the 15 influences are set in, or target,
work-performance situations.
* Habit formation requires some connection
to situational cues-as found in workperformance
contexts.
* Performance triggering involves manipulating
work-performance stimuli or the way they are
interpreted and action-planned.
* Remembering can be a general goal but
can also target specific work-performance
contexts.
* Insight learning is relevant not in the abstract,
but when related to real work issues.
* Creative ideation and perseverance in
innovation are similar-they are relevant to
specific work opportunities.
To explore these
concepts in more detail,
click or scan this
QR code to access
the content online.
* Self-guided learning is relevant to people's
lives and their work, but our efforts will tend
to focus on their work performance.
* Team leaders lead at work.
* AI will have its earliest impact on people's work tools.
* VR may help us build performance-focused
simulations. AR may help us support people
in their work contexts.
* Improved evaluation approaches will ensure
that learning is performance focused.
* The push for social responsibility initiatives
in organizations will, hopefully,
influence the way works gets done.
* With increased professionalism,
we will have more leverage to reach
into work situations to support
behavior change more fully.
These examples forcefully
demonstrate how the workperformance
context is central to
behavior change and improvement!
And more urgently, the examples
tell a story-that these areas of
influence are impacting us today and
will impact us even more tomorrow as
enlightened organizations utilize them
to competitive advantage. These forces
of change are laying the groundwork
for the future of the learning and
performance field; we would do well to
begin using these new opportunities for
the benefit of our learners, organizations,
and others we serve.
Like any new endeavor, this shift will not be
simple. We will have to innovate new methods,
while utilizing and improving methods suggested
from research and from others' practical efforts. Still,
it does suggest a new opportunity for us and a new
direction-and maybe a new name for what we do.
https://tier1performance.com/the-work-performance-field/
Performance Matters - Learning and Performance

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