I created a performance improvement toolbox
when I started this blog in 2004, and have kept adding to it over the years. I often look at workplace performance first from the perspective of whether the situation we are trying to address is complicated or complex. Training works well for complicated problems, when you have clear and measurable objectives. Training looks backwards, at what worked in the past (good & best practices), and creates a controlled environment to develop knowledge and skills. Training can be good to develop ways to reduce errors, which is only one part of improving organizational performance.