“The field of play has evolved for L&D and now includes supporting a dynamic learning performance ecosystem. If the field of play changes, it implies we must evolve and adopt new rules of engagement.” 

What Gary is referring to here is the the Point Of Work. In this episode, the point of topic is the Point Of Work, which is broader than workflow learning and an essential area of focus if we (L&D) are to make a real difference in our organisations. 

KEY TAKEAWAYS

• Workflow learning is learning in the workflow where the worker does not have to disengage with the work in order to resolve a moment of need. 

• The concept of learning in the workflow is one where learning is accessible, but you have to disengage with the actual work to go and find it. 

• Point Of Work is not necessarily a destination. It’s a discipline. The whole concept is a mind-shift, a strategic re-think of how we are going to approach a dynamic learning performance eco-system. 

• “Changing the conversation” is one of the key objectives that a Point Of Work assessment is designed to facilitate. It has to start at the top. 

• The question we should truly be asking is what is that operationally, people-wise, or systemically, might actually be the problem that is preventing your people from doing what they are here to actually do? 

• If you go down through from a senior leadership position to an individual contributor, you have multiple points of work, and you have multiple perspectives that are influencing those points of work. 

• The shift from learning to performance is one that comes up more and more these days. In a study, only 26% of respondents said that the ability to support performance was prevalent within their function. 

• We need to pick the greatest pain-point that we’re dealing with and figure out how to resolve that. What that will then become is proof-of-concept. Conversations will arise from this, which will fundamentally shape development.

BEST MOMENTS

• ‘It’s in the workflow. It’s in the application. There’s no downtime’ 

• ‘Off-task time is required in order to engage in learning in the workflow’ 

• ’No. I want it all’ 

• ‘What is the problem that we are truly seeking to address here?’ 

• ’There was a landmine there of a different kind!’ 

• ‘It starts small and it scales’ 

• ‘Human performance outfitters drives living and learning’   

 

ABOUT THE GUEST

Gary Wise is an established Workforce Productivity Strategist and Coach with over 35-years of cross-industry leadership experiences in corporate Learning & Development. During the first 20-years he amassed an impressive string of failures; not failures in team leadership or poorly designed Training solutions, but failures to recognise a blind spot – the myth that Training solutions drive and sustain workforce performance.  

During the next 15-years, he postured a reality that Training only promotes potential; measurable workforce performance does not manifest until knowledge workers reach a new ground zero – Point-of-Work 

You can follow and connect with Gary via: 

LinkedIn: https://www.linkedin.com/in/garywiseprofilemyca/ 

Website: https://livinginlearning.com/ 

ABOUT THE HOST

David James 

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. 

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ 

• Website: https://www.looop.co/