{"id":2,"date":"2021-12-28T16:32:16","date_gmt":"2021-12-28T16:32:16","guid":{"rendered":"http:\/\/worthyperformance.045b4a0.netsolhost.com\/?page_id=2"},"modified":"2021-12-30T00:00:18","modified_gmt":"2021-12-29T17:00:18","slug":"sample-page","status":"publish","type":"page","link":"https:\/\/worthyperformance.com\/?page_id=2","title":{"rendered":"WHAT IS WORTHY PERFORMANCE?"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><p>&#8220;We should not train someone to do something differently unless we place a value on the consequence &#8211; unless we see that consequence as a valuable accomplishment&#8230;.<\/p><p>&#8230; So what we really want to engineer is not just valuable performance but worthy performance &#8211; in which the value of the accomplishment exceeds the cost of the behavior.&#8221;<\/p><p>Thomas Gilbert (founder of human performance technology), Human Competence, 1978<\/p><\/blockquote>\n\n\n\n<p>The plain truth is that formal training alone often fails to improve on-the-job performance much less add value to the business for the following reasons:<\/p>\n<p>Knowledge and skills are usually not the problem:<\/p>\n<ul>\n<li>Research and field experience has shown that the employee\u2019s knowledge and skills contribute less than 25% to on-the-job performance. Factors that have a greater impact on achieving business goals are leadership, process design, and the work environment. These are addressed more broadly in performance consulting.<\/li>\n<\/ul>\n<p>Most training fails to transfer:<\/p>\n<ul>\n<li>Research indicates that only about 20% of what people \u201clearn\u201d in training is applied on the job.<\/li>\n<\/ul>\n<p>Training measurement is invalid and insufficient: Research has shown that \u201csmile sheet\u201d data have a very low correlation to the learners\u2019 ability to retrieve or apply the information. Also, according to noted researcher Dr. Will Thalheimer, although post-course tests \u201cenable us to assign grades,\u201d test scores are not very reliable predictors of how well learners will retrieve information on the job.<\/p>\n<p>Given these facts, why engage me to close gaps in knowledge and skills?<\/p>\n<p>Because moving beyond common assumptions allows you to maximize impact and minimize costs by incorporating these elements:<\/p>\n<ul>\n<li>Goal-driven design<\/li>\n<li>Inform-Transform<\/li>\n<li>Accomplishments-based curriculum development (ABCD) including job aids<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Worthy Performance begins with mutual agreement on measurable business outcomes that result in a positive return on investment. It addresses deficiencies in knowledge or skills by:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>identifying the accomplishments of a role that produce the most value for your organization<\/li><li>differentiating between the need to change behavior through training or coaching and the need to transfer <\/li><li>knowledge via job aids, knowledge bases, communities of practice, etc.<\/li><\/ul>\n","protected":false},"excerpt":{"rendered":"<p>&#8220;We should not train someone to do something differently unless we place a value on the consequence &#8211; unless we see that consequence as a valuable accomplishment&#8230;. &#8230; So what we really want to engineer is not just valuable performance but worthy performance &#8211; in which the value of the accomplishment exceeds the cost of&hellip;<\/p>\n<p class=\"more-link\"><a href=\"https:\/\/worthyperformance.com\/?page_id=2\" class=\"themebutton2\">Read More<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"_acf_changed":false,"_exactmetrics_skip_tracking":false,"footnotes":""},"class_list":["post-2","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/pages\/2","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/worthyperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2"}],"version-history":[{"count":3,"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/pages\/2\/revisions"}],"predecessor-version":[{"id":88,"href":"https:\/\/worthyperformance.com\/index.php?rest_route=\/wp\/v2\/pages\/2\/revisions\/88"}],"wp:attachment":[{"href":"https:\/\/worthyperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}