Until about 2007, many others and I
believed that the person ONLY was in control of ONE of those
factors of performance: Individual Effort.

In the past five years, I’ve realized
that not even Individual Effort, as much as we are conditioned
to believe is in fact, in the control of the person.

Therefore, NONE of the 5 factors of
performance is in control of the person.

As much as the story would like to
be told, that OF COURSE we are in control of individual
effort, and of course innate ability is muted with the
nurturing environment and all managers know how to judge
performance, they are without bias, and that all education and
training creates learning directed by the person… it’s all
BULLSHIT!

UGH, there "he" is again, the
REDASS, "sorry for that!"

Every one of the 5 factors of
performance (Deming’s cry for the stoppage of performance
appraisal) is not in control of the person being judged.

WOW!  If that doesn’t wake you
up, nothing will, eh?  <G>

Helpful Hint: It’s important
to know the factors of performance, so design improves, and
scaffolding now can take its rightful place in performance,
putting the onus for performance where it should be and that
is the layers above the job, both for design and scaffolding.

Action Step: If you can buy
any of what I’m saying, this is R/Evolutionary.  IT
changes everything about where the responsibility and
accountability for performance lies.  Think about
this and try to get your arms around this concept: If people
performing are not responsible and accountable for
performance, then who is?  Go there.  That is where
the future of the workplace lies.