Demonstration • Organizational effectiveness
When training is not the whole answer.
A representative performance-diagnosis case showing how to choose interventions based on causes rather than automatically prescribing a course.
Diagnostic frame
- Knowledge / skill: Do people actually know how to perform the task?
- Process: Does the workflow make correct performance unnecessarily difficult?
- Communication: Are expectations or priorities clear?
- Environment: Do tools, systems, time, and resources support the behavior?
- Feedback / accountability: Do people know whether performance is on track?
- Motivation / incentives: Does the system reward the behavior it says it wants?
Intervention mix
The right response might include targeted training, coaching, a job aid, clearer communication, process redesign, manager reinforcement, environmental changes, or an intentional combination.