MethodsDec 04, 2021 2022-08-01 15:37
"How to" Strategies to Speed Up Your Success
Check out my major research models that can lead to multi-million dollar impact
My decades of research caters to designing training for complex domains, setting up systems and strategies to shorten the workforce’s time to proficiency, and speeding up professional performance. I employ never-seen-before advanced instructional design methodologies and systems engineering approaches to redesign training programs, coaching programs, and mentoring programs to shorten the time to mastery of learners and employees.
Want to bring the same breakthrough transformation to your organization? Check out the detail below on how you can make your L&D team and your executives into world-class speed-savvy leaders by learning the science of speed.
SPEED TO PROFICIENCY MODEL – S2Pro©
ACCELERATED WORKFORCE PROFICIENCY
My research on accelerated workforce proficiency focuses entirely on solving the business challenges of accelerating speed to the proficiency of employees holistically. As part of this research, I have developed practices, strategies, models and solutions that could reduce time to proficiency of the workforce in any kind of job role in organizational settings by taking a view of the total proficiency ecosystem surrounding the work, worker, and workplace.
The Speed To Proficiency Model [S2Pro©] is based on powerful findings that six business practices are employed by leading organizations almost universally in every context, job, and business sector to reduce time-to-proficiency of their employees. These 6 practices were implemented through a set of twenty-four strategies proven successful in various contexts. The strategies employed were much beyond the boundaries of conventional training interventions. The job itself acted as the primary mechanism to speed up proficiency.
The Speed To Proficiency Model comprises a closed-loop system with input-output-feedback interactions among six practices/processes . Each practice acts as a self-contained process contributing towards improving time to proficiency. However, implementing any of the practices/processes in itself would not lead to significant and sustainable results. The best results in shortening time-to-proficiency are achieved when all of these six practices/processes are correctly orchestrated together as an integrated ‘change management system.’ The outcome, however, depends on the degree of the orchestration of all the practices/processes.
This integration as a closed-loop system leads to a significantly shorter time to proficiency. Evidence showed that up to 80% reduction in time to proficiency is possible using this model.
PERSONAL RESONANCE© SYSTEM
ACCELERATED PROFESSIONAL PERFORMANCE
My research on accelerated professional performance is concentrated on helping individuals in personal or professional settings to attain desired peak performance in a shorter time. In my research, I noted that the biggest challenge to personal as well as professional performance is either lack of clarity about one’s own directions or is a mismatch in personal and professional trajectories, pulling the individual in different directions. As part of this research, I have developed a range of analytic and assessment tools/templates to Analyze one’s personal and professional ecosystem within which he or she operates, locate opportunities within that ecosystem for the best performance, align his or her personal and professional trajectories to the extent feasible, and create a zone of “personal” resonance. All this leads to a higher level of personal and professional performance at an accelerated rate.
Traditionally, professional performance is seen as a function of learning, which in turn in itself is considered as a function of skills, knowledge, attitude and time. However, using learning as the only function leads to quite optimal performance in most individuals and leads to maximum performance in some individuals. Resonance system is based on the premise that there is another “mystery” function operating altogether on a different axis that influences and controls not only level of optimal and maximum performance an individual can produce but it also influences the speed with which this level of performance can be achieved.
Emphasizing on two different personality profiles that invariably exist in every human, Resonance© system allows professionals to understand their best bets, assess the career trajectories and discover what they are truly passionate about and what they’re truly capable of doing. This system acts as discovery system as well as a decision-making system to allow professionals who struggle to position themselves in a right career or struggle to be effective in their chosen career. The Resonance© system provides a full understanding of their personal and professional eco-system within which they operate and then putting an action plan to take control of their eco-system.
The result is a creation of a zone of resonance that unravel tremendous possibilities with any human to not only steeply increase the performance beyond optimal performance but also breaks the barrier to so called “maximum possible performance” to a new level of peak performance which otherwise may not be realizable.
Resonance© system brings forward this point of “breakthrough” where personal strengths of a person align and resonate with his professional strengths, leading to “amplified amplitude” of professional effectiveness and faster time to peak performance.
Resonance© system is not any other leadership or personal effectiveness theory. Rather, it brings a set of “engineered” tools and techniques developed from experience and research. The system offers a range of analytic and assessment tools/templates to analyze one’s personal and professional eco-system, locate opportunities for best performance, align personal and professional trajectories, and create a zone of resonance to attain desired peak performance in a shorter time.
PROFICIENCY BASED TRAINING – ProBT©
TRAINING DESIGN FOR SPEED
My research on accelerating workforce proficiency generated a range of strategies and methods to design training that indeed speeds up employee proficiency.
Derived from over a decade of extensive systematic experiments, I have developed ProBT ® – Proficiency Based Training methodology focusing on developing employees at a faster rate. I have developed a range of frameworks and methodologies that could enable large-scale training program designs spanning millions of dollars.
WHY THIS APPROACH
Most traditional instructional design and delivery methodologies are too focused on non-contextual skill development and don’t focus beyond performance during training. The jobs involving complex skills like decision making, critical thinking, problem-solving, troubleshooting, among others, merely mastering the skills within a training program are not enough. They need to master producing results, outcomes, and decisions amidst ambiguous, complex, and uncertain workplace situations. Despite passing training programs in flying colors, the workforce does not get equipped to produce outcomes consistently, reliably, and repeatably in any circumstance, challenge, or hurdle they face. The result is that time to learn and master complex skills is far longer than one can imagine.
Following buzz-words-based methodologies like flipped classrooms, problem-based training, scenario-based learning, etc. do nothing to shorten that time. Traditional training designs do not translate well to complex settings. The game plan has to be different to develop proficiency at an accelerated rate in complex real-world skills.
- The proficiency-Based Training [ProBT©] approach revolutionizes the thinking towards setting up a total proficiency ecosystem around the given job role.
- It positions training as one small solution to the overall ecosystem that is required to speed up the learning of complex skills. ProBT© offers breakthrough visual tools to plan the appropriate solutions to provide learners with in-depth knowledge to handle a multitude of complex scenarios at their jobs.
- ProBT© methodology provides learning designers with a highly structured, start-to-end, integrated instructional design/delivery process to impart well-rounded skills in solving complex business problems, top order decision-making.
- It offers a suite of methods for the unparalleled analysis of proficiency (not competencies) required to do a job and build a total support ecosystem including components like learning sequences, scenarios, performance support tools, mentoring and on-the-job learning, documentation, certification paths, knowledge delivery solutions, on-the-job metrics, and continuous monitoring.
This revolutionary approach applies to any complex business, technical, or medical field. It provides results in a range of professions and jobs involving several levels of complexities. The end result does not only do it build proficiency, but also drastically speeds up the rate of proficiency in any complex technical or business skill.
SYSTEMS ENGINEERING APPROACH TO TRAINING – SEAT©
COMPLEX LEARNING DESIGN SIMPLIFIED
My research on accelerated complex learning focuses on accelerating proficiency of new workforce quickly to enable them to gain complex skills such as critical thinking, problem-solving, decision-making and troubleshooting skills.
Derived from over a decade of extensive systematic experiments, I have developed SEAT ® – systems engineering approach to training focusing on developing thinkers. I have developed a range of frameworks and methodologies that could enable large-scale organizations, learning designers and training specialists to design/develop/deliver highly efficient technical training and complex learning programs.
WHY THIS APPROACH IS POWERFUL
This approach revolutionizes the way organizations develop complex technical and skill training by producing proficiency in highly complex skills at an accelerated rate. Traditional instructional design methodologies prove inefficient for large technological corporations to design training for technically complex, technologically advanced, large-scale, state-of-the-art product development. Mission-critical jobs like astronauts, pilots, nuclear technicians, among others, demand the development of a deeper level of proficiency in highly complex troubleshooting, decision making, design, and innovation skills. The rigor level offered by such instructional design methods is no match for the rigor level they use in designing products, technologies, or services. Moreover, traditional instructional design is too rigid that it has its own inertia of development, leading to a longer time to proficiency for such critical jobs.
- The System Engineering Approach to Training [SEAT©] is a highly systematic framework for developing/designing training for large-scale, highly complex products using system engineering methodologies that the designers and practitioners have already mastered to design their products in such corporations.
- The framework advocates a systems approach that contains the same tools already familiar to large-scale system engineers. Without introducing meaningless training jargon and without having to learn a single new word about instructional design, this systems approach allows competent technical engineers to design any level of complex technical training programs with dexterity and efficiency.
- This framework extends applications of system engineering tools into complex training design. This framework offers “for engineers, by engineers, in an engineering way” tools based on the premise that “training is a product” (as opposed to traditional views of training as a process or service).
- Not only does this methodology cut short the development time of a highly complex training program development by 50%, it also ensures laser-focused skill development in a much shorter time. Technical engineers can design highly efficient and effective technical learning programs without having to use traditional inefficient instructional design processes.
Though the framework applies to any technical organization, the best results are attained for larger organizations in need of designing large-scale technical training programs of higher-order complexity.
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