“If we modify our practices, then we can improve our project performance, but we’ll need focused training because we don’t have time to sit in irrelevant courses.”
During almost every performance improvement initiative that I’ve been involved in, someone brings up their concern over training. It goes something like this, “Is everyone going to have to go through yet another process training session? Too bad we can’t just email everyone the changes.” Role-based training requirements can easily be derived from the EFBD.
In the diagram above, an EFBD about a consensus practice was used to create this role-based training diagram. Each block in the EFBD was placed in the column of the role performing that function. An arrow indicating the sequence of the process block helps keep a holistic context of each function.
A training course can then be developed for each role, teaching only those functions that need to be supported by that role. Any changes between process steps can be highlighted with specific training focus being applied only to the changes in practice, while maintaining full context.
This process is simple, yet produces major differences in change adoption within an environment of continuous change. If you haven’t been using Training Diagrams, give them a try and let us know how they worked for you. If you’ve used these diagrams in the past, we’d love to hear about your experiences.