The document discusses performance enhancing learning and organizational maturity. It begins with word association exercises related to training, knowledge management, organizational learning, and performance improvement. It then presents a four stage maturity model covering strategic perspective, structure and staffing, methods, and technology. The rest of the document involves discussing where organizations are at currently and providing options for improving in areas like staff skills, roles, methods, and tools.

1. PERFORMANCE ENHANCING learning, knowledge & all that jazz Matt Moore

2. A Warning

5. Please write down the first words you think of when I say the following phrases. One word or phrase per post-it.

6. “ Training & Development”

7. “ Knowledge Management”

8. “ Organizational Learning”

9. “ Performance Improvement”

10. Please write down the biggest challenge that your organizations faces over the next decade.

12. Strengths Weaknesses Training Effective presentation of content Strong practitioner organizations Focus on the individual rather than the collective. Focus on content and technology delivery rather than learner context. Organizational Learning Focus on organization-wide improvement & learning Systemic approach. Lack of practical tools. Idealistic, engineering-based view of organizations. Knowledge Management Practical application of methods of OL/LO.Social view of learning & work. Focus on content management and technology platforms rather than knowledge-in-use. Confused purpose and fragmented practitioner base. Performance Improvement Focus on how work actually gets done in context. Willingness to use the methods of others. Focus on individuals rather than groups. Focus on process-based work to the exclusion of other types. Crude models of organizational development

14. Four Maturity Stages Maturity Element 1. Absent 2. Isolated 3. Connected 4. Integrated Strategic Perspective None Point solutions Cross-organisational impact Whole ecosystem improvement Structure & Staff Ad hoc projects, no dedicated staff Hostile KM and L&D teams, turf wars Project-based L&K co-operation Integrated, cross-skilled L&K teams Methods Ad hoc Uncoordinated use of methods, little experimentation Opportunistic use of old & new methods Use of broad suit of methods tailored to organisational need Technology Whatever Incompatible technologies. Heavy content focus. Use of collaborative tools to link multiple work / learning environments Agile & responsive toolset with appropriate innovation

17. Strategic Focus

19. Where do you start?

20. Staff & Structure

21. Does your team have the skills? If not, how do you get them?

22. “ Embeddedness”

23. Do we need new roles?

24. Methods

25. Investigation Facilitation Design Observation / Ethnography Business Process Modelling Social Network Analysis Cognitive Task Analysis Narrative Techniques Communities of Practice Open Space Appreciative Inquiry Visual Facilitation Peer Assists After Action Reviews Mentoring Apprenticing Rapid Protyping Agile/Extreme Prog. Experience Design

26. Technology

27. Persecutor Rescuer Victim

28. Enterprise Personal Network (?) LMS ERP ECM eLearning Email / IM (?) BPG/EPSS Simulation Search Word/Excel/PPT Video & Audio Production Basic Animation Email / IM (?) Blogs Microblogging Community Platforms Social Networks Virtual Worlds Wikis

29. Thank You http://innotecture.wordpress.com