Without on-the-job practice, typical L&D is often little more than theory.

Meaningful experiences do not happen by creating detours to detached learning modules and workshops. To reach and grow workers, experiences must be strongly connected to work experiences.

Typical “Learning” experience decontextualize learning moments. The center of learning becomes the training and the LMS. Valuable time is lost sending teams through eLearning and workshops in misguided attempts to improve performance.

Introducing the Performance Mesh

Experiences must be delivered as a digital/practical experiential layer interwoven in and throughout the on-the-job / workplace experience. This is the Performance Mesh.


1. Work

We’re providing individually adapted, contextually relevant support materials by centering the support around the team member, not centering the individual around the training. The workplace becomes the performance arena and support follows the individual.

2. Simulation

Simulation experiences are modeled after actual work, allowing workers to learn through experience, to try out new ideas in a risk free environment, and to have practice with new concepts before engaging with customers.

3. Social Learning

Social and Collaborative hubs put team members together in order to share ideas, practice new concepts, ask questions and find answers together. Social hubs act as a "home room" around which a performance culture can develop – it is a place where challenges are assigned, initiatives are followed and engagement is nourished.

4. Mobile Reinforcement

Mobile engagements augment simulation exercises, crossing the barrier between computer simulation and physical reality. Mobile exercises also create a comfortable and convenient venue for dynamic follow-up support materials when and where the learner needs it.

And the best part? It goes where your people go – freeing the learner to take in meaningful learning experiences beyond the walls of the workplace.


Meaningful data from within and beyond

Not only is work the most effective way in which to teach people meaningful skills and capabilities, it's also the only reliable place to collect meaningful performance data. If it isn't evaluated from work related experiences, it's disconnected, it's theoretical, and it means very little in practice.

The performance mesh gives us access to vast amounts of Hi-Definition data through massively abundant touchpoints – from within the mesh itself, from other typically hard to collect real-world sources, from crm and legacy sources, and from beyond the frame of the workplace into the marketplace.


Performance Mesh Touchpoints

Every interaction within the Performance Mesh leaves a trail of data – with support enmeshed in many work-related activities.

These include simulations, social engagements, mobile support and more.


Dynamic Touchpoints

Variations in performance measurement trigger dynamic touchpoints – extra exercise designed to support and refresh concepts outside of the planned flow of the performance mesh.

Each interaction is an additional point of input, adding at-the-moment performance data and topping off a deep collection of performance health.


Typically hard-to-collect data

Looking at quarterly metrics only tell a small fraction of a complex story. Touchpoints in the Performance Mesh can collect data that reveal how individuals and teams perform, reason, and react in both simulated and on-the-job situations.


CRM, LMS, and Legacy Integration

Data is generated across all of the tools and platforms people use each day, yet the vast majority is never used. When this data is combined and analyzed with other sources, a much more detailed picture is formed that can provide insight into how specific actions and processes lead to the most successful outcomes.