tag:blogger.com,1999:blog-253947532011-08-22T06:36:47.060-07:00Learning & Performance Strategy: Is Yours MIA? - many organizations I work with are certain they have one. During discovery, we find they have only a training strategy, and performance management is an annual exercise. Granted, some elements overlap; missing are alignment and continuity across three critical sub-strategies: Technology - Methodology - Culture. This implies new learning skill and knowledge competencies are required at several levels. Where do you begin?Gary Wisehttp://www.blogger.com/profile/04341207357167122897noreply@blogger.comBlogger51100tag:blogger.com,1999:blog-25394753.post-1161612059112385252006-10-23T07:00:00.000-07:002008-07-23T16:10:43.968-07:00

Who’s On First?Learning, Performance, Human Capital, or Talent Management?I recently spent three days in Boston attending the 2006 Saba/Centra Summit where I was invited to speak on the topic of Building Holistic Learning and Performance Strategy. My time-slot in the two-and-a-half day agenda was toward the end of the conference despite my desire to position the topic early in the conference as a

Gary Wisehttp://www.blogger.com/profile/04341207357167122897noreply@blogger.com0tag:blogger.com,1999:blog-25394753.post-1160603601947438602006-10-11T14:42:00.000-07:002006-10-19T05:50:41.766-07:00

Does any of this ring true in tyour organization?Performance outcomes are not escalating to match the pace of competitive business demands.Conflicting priorities exist across stakeholder groups on how to address the shortfall.State of the art learning and performance technology deployed earlier is not being utilized with any consistency.Talent acquisition is more miss than hit, and churn is

Gary Wisehttp://www.blogger.com/profile/04341207357167122897noreply@blogger.com4tag:blogger.com,1999:blog-25394753.post-1160601595158544742006-10-11T14:16:00.000-07:002006-10-11T14:19:55.160-07:00

In my initial alignment efforts with new and prospective clients, I always start by asking if they have a Learning & Performance Strategy, and I consistently receive a positive response. As we pursue further discovery, it becomes clear that, in many of those cases, what they truly have is a Training Strategy, and elsewhere there is a disconnected Performance Management Strategy. That's not a bad

Gary Wisehttp://www.blogger.com/profile/04341207357167122897noreply@blogger.com0tag:blogger.com,1999:blog-25394753.post-1160600919719816392006-10-11T13:59:00.000-07:002006-10-11T14:09:35.726-07:00

Imagine you are a sales professional sitting in your car juggling a cup of coffee and a wireless notebook computer. You are about fifteen minutes early for a critical sales call and will have a maximum of ten minutes in front of the prospect to “make your sales pitch”. You completed your new-hire product training provided via a box of CDs six weeks earlier, but the new product released last week

Gary Wisehttp://www.blogger.com/profile/04341207357167122897noreply@blogger.com0tag:blogger.com,1999:blog-25394753.post-1144176377514271822006-04-04T11:45:00.000-07:002006-10-23T07:12:53.290-07:00

Updated: August 4, 2006Thanks for stopping by. I'm Gary Wise, Founder and Principle of Human Performance Outfitters, LLC. (HPO). HPO is a learning performance consultancy that specializes in developing holistic learning & performance (L&P) strategies.Develops what?Permit me to explain further... The short explanation embraces a blend of three sub-strategies:TechnologyMethodologyCulture...to

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