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How is performance measured at MBB?
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One example could be a Start/Stop/Continue document that explains a role should “Stop approving purchase orders over $X, Start forwarding those purchase orders to approver, Continue approving purchase orders under $X”.
Detail like this might not live in a training module/session, but it’s good information to have documented for reference. That comes from the L3 description of the nitty gritty, because the L2 probably just says “Approve Purchase Order”
An SSC doc is a very good example. You’re right that it may not be appropriate for a training per se, but I would suggest that not every performance problem should or can be solved with training. Tom Gilbert and Bob Mager taught us that we should train only when the problem is caused by knowledge or skill deficits. Joe Harless said that if you tell him your role, he will accurately predict your solution to a performance issue (trainers recommend a training intervention, manufacturers want more/newer/better equipment, sales people want more sales people…). The SSC may yield a job aid instead of a training program or at most a short training on how to use the job aid.
Learn as much as you can during those workshops. Don’t just mentally check out.
The training resources you should help create around those workshops outcomes are one of the most important change management value adds.
Thank you!
We've used the SSC document to focus topics at CAN meetings, system demos and training materials.
I'm also in an ERP implementation doing OCM and training. Happy to chat if you want to DM.