In this fascinating episode packed with thought-provoking content David is in conversation with Guy Wallace, Performance Analyst and Instructional  Architect for Enterprise, Training and Development.

With more than 40 years in the field of Learning & Development, Guy Wallace knows that focusing on performance and taking the time to analyse the performance context is essential for making meaningful change. The problem is, he’s been banging this drum for decades and the profession is still yet to fully switch on to this. In this episode, David and Guy explore the current state of L&D, what it’s going to take for the profession to refocus and Guy’s rich experience.

 

KEY TAKEAWAYS

• Our clients come to us because they think that the training will solve their problems.
• They really want to improve the performance impact and they see training and learning as a means to that end.
• A lot of content is focused on topics. We don’t teach reflecting the performance orientation
• We don’t look at the current performance state or the variables and the barriers.
• In Learning and Development, we give the hard work to the learner expecting them to be able to transfer the learning into their context.
• When you have reviewed and created a gap analysis if you can’t resolve the gaps you need to teach the novice performers what the master performers already know.
• In a facilitated group process 8-12 subject matter experts along with supervisors, management work together to produce a performance output model and then review what’s missing, what are the barriers.
• You need to account for what people already know and then provide self-paced content training.
• Teams that aren’t afraid to ask the difficult questions are those that make the most difference.
• The more that is explored in discovery and analysis, the higher the chance of doing things that will make an impact.
• With technology Learning and Development can centralise job/performance aids making them easily accessible and evergreen.
• The question is do we understand the performance context? do we understand things as a system flow?
• Learning and development professionals initially learn in the classroom, learning from delivery onwards so it takes time for them to be able to have conversations around performance.
• A pivot is required from learning focus to performance focus

 

BEST MOMENTS

‘Learning and Development  will either disrupt or be disrupted’

‘The research shows that all of us operate on non-conscious knowledge – we don’t even know what we know’

‘We are opportunity-rich and legacy poor’

 

VALUABLE RESOURCES

The Learning & Development Podcast 

 

ABOUT THE GUEST


Guy Wallace Bio


Guy Wallace is a Performance Analyst and Instructional Architect and has been designing and developing Instruction/ Training/ Learning and Performance Support content for Enterprise Learning and business-critical target audiences since 1979. In 2010 he was the recipient of ISPI’s Highest Award, approved by two successive Boards of Directors, Honorary Life Member, for his contributions to the technology of Performance Improvement, and for his contributions to the Society.




You can follow and connect with Guy via:

Twitter: https://twitter.com/guywwallace

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

Website: https://eppic.biz/

 

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?lang=en

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

Website: https://www.looop.co/