​​How LUCID LEARNING & PERFORMANCE SOLUTIONS can help

© 2018 Lucid Learning and Performance Solutions, All rights reserved.

Is training the solution? 

Training is just one of many approaches used to solve business problems. In most cases, the solution to improving business performance, quality and results is not training alone, but a combination of enhancements to one or more of the following: 

  • Training
  • Feedback
  • Org Redesign
  • Job Performance Aids
  • Feedback and/or Rewards
  • Employee Selection

Lucid Learning and Performance Solutions uses a methodical, structured and data-driven approach to identify the underlying causes of performance or process failure. Once understood, improvements can be implemented to ensure any gaps or needs are fully addressed.  Using qualitative and quantitative methods, we seek to understand: 

the underlying causes of performance and process Failure

In many cases, training (or retraining) is the first response when an organizations seeks to improve effectiveness, increase process efficiency or outcomes.


Unfortunately, the desired results may not be achieved or sustained. Time and resources have been wasted, people remain frustrated, and performance does not improve as anticipated.  


This occurs when the root causes of the performance or process failure have not  been correctly identified in the often rushed response to put improvements in place. 


​​​EMPLOYEE SELECTION

Do employees complain that the work was not what they expected?  Do supervisors and managers complain that even after training, employees cannot perform?


PERFORMANCE GAP

Is the problem the result of a deficiency in knowledge, skill or attitude? Would the person be able to perform the task if their life depended on it? Could they perform it in the past?


FEEDBACK & REWARDS

Do employees receive adequate and timely feedback on the consequences of performance? Is the consequence of performing (doing the right thing) negative or neutral? Is there any perceived value to the employee of doing the right thing? Does the employee expect NOT to be rewarded, or are they treated negatively if they perform?
 


ORG STRUCTURE

Are their pockets of people doing to much work, not enough work, or unchallenging/boring work? Are supervisors complaining about overseeing too many processes or people?  Is there confusion about job responsibilities?  Are their vague or unclear job descriptions?  Are org charts out-of-date, or is the org structure not aligned with the stated strategy and goals?


PROCESS

Are their obstacles in the work environment blocking effective performance (versus lack of skills or knowledge)? Are processes inefficient, too complex, or wasting resources? Is there an inability to adapt swiftly to a changing business environment? To learn more about business process improvement, click HERE



JOB PERFORMANCE AIDS

Is the task or procedures complex? is it performed infrequently? Are the consequences of performance failure high?