1. FUTURE STATE

Role:

Context:

Goals:

Pain points:

Needs/ insights:

Relevant (current state) behaviour:

About them as they are now:

About them in relation to __________________________________ , what do they:< THE CHANGE >

Feel:

Think:

Do:

OBJECTIVES:WHO’SINVOLVED:

WHO TO TARGET?

KEY PERSONA:

REQUIRED BEHAVIOURS: KSME METRIC:

2. CURRENT STATETI

PSPERFORMANCE CANVAS | 1 OF 2 | PERFORMANCE GAP ANALYSIS

3. GAP

Who has anything to do with this outcome. You can chunk in roles, locations, experience, project focus etc..

If each of these groups magically changed their behaviour, who would have the biggest impact on the desired outcomes? Identify 1 to 3 groups to explore further with personas.

What behaviours (that you can actually see) are required to reach the desired outcomes. What are the priority behaviours? What are high performers doing?

Be aware of different sort of objectives: - Business/ big picture: overarching goals, values and

priorities- Performance:what actually needs to happen- Learning or tactical: what they need to know.

The aim is to identify key performance objectives.

• Resist the urge to jump to solutions

• This is about co-design so write this up on a whiteboard and empower your stakeholder to identify the real problem

• Talk to me about how I can support your team to do this well.

• Start with future state, then current state, then identify the gap

• Don’t make eye contact with the powerpoint deck they give you! Don’t let this become about content until you work out the real question.

• Summarise the session with something like ‘So, we’ve identified that this project is really about achieving x, measured by y and z. And to achieve that we need to shift behaviour in group b, which is largely about shifting < choose one or two: knowledge/ skill/ mindset/ environment >

• See part 2 for generating solutions.

What is the key block from knowledge, skills, motivation/ mindset or environment.

Ask, ‘how will we know when we achieve that?’

Develop 1 to 3 personas based on time available. Consider current state in relation to their work and, in the lower section, in relation to the change. Aim to engage / co-design with the audience group wherever possible.

by arun Use it under Creative Commons.Let me know & buy me a drink.

Contact me about training / support to use this tool to transform your workCheck out my website for more free stuff and the services I offer. learning design keynotes workshops learn2learnarunpradhan.com

Cues

Routines

Rewards

Habit stacking opportunities:

Prompts, campaign elements

Shifting attitudes andconnecting with‘WIIFM’

Information and/orkey concepts

Using cycles of deliberate practice - using feedback totarget gaps

Knowledge base,concept diagrams, metaphors

Checklist, guides Deliberate practice inc feedback,stretch assignments

Reflection Coaching, mentoring, 360ssocial proof

Stories, scenarios

Spaced retrieval

Scenarios, simulationsworked case studies

Knowledge sharingJournaling, knowledge capture

Coaching, mentoring

Habit statement

When ______________________ (cue)

they will ____________________ (routine)

Because it provides __________ (reward)

VALUE FOR BUSINESSPERFORMANCE OBJECTIVE

RISKIEST ASSUMPTIONSPREFERRED SOLUTION ELEMENTS FIELD TESTING PLAN: PROTOTYPES / SPLIT TEST

AUDIENCE & REQUIRED BEHAVIOUR CHANGE PROBLEM STATEMENT

PERFORMANCE CANVAS | 2 OF 2 | PERFORMANCE SOLUTIONSDE

FINE

THE

PRO

BLEM

IDEA

TE S

OLUT

IONS

PROT

OTYP

E &

TEST

HABITS (Habit framework from C. Duhigg) SUPPORT & DEVELOPMENT

See Part 1 to identify the performance gap and resultant behaviours. Tangible outcome achieved by behaviour change. How does it align to business priorities. Consider the cost of doing nothing to help identify.

Measured by: Measured by:

OPPORTUNITY

MAKE IT EASY (or the alternative hard)

MAKE IT SOCIAL MAKE IT TIMELY

MAKE IT ATTRACTIVE RESOURCES

MINDSET/ MOTIVATION

KNOWLEDGE

SKILL

EXPERIENCES PEOPLE TRAINING

How might we help <persona>

to <req’ behaviour change>

given that we know <surprising insight>

ENVIRONMENTAL NUDGES (EAST framework from BI Team, UK)

by arun Use it under Creative Commons.Let me know & buy me a drink.

Contact me about training / support to use this tool to transform your workCheck out my website for more free stuff and the services I offer. learning design keynotes workshops learn2learnarunpradhan.com