{
  "schema": "vedokrok.public-item.v1",
  "release_id": "MHC-RPUB-20260920-75ad787a",
  "url": "/knowledge/use-task-redesign-to-practise-the-next-capability",
  "id": "MHC-D-RESEARCH-9036",
  "version": "0.1.0",
  "title": "Use task redesign to practise the next capability",
  "summary": "Learning compounds faster when the job starts demanding the capability.",
  "kind": "protocol",
  "body": "Redesign a bounded part of the workflow so the target skill is genuinely required: take an earlier diagnostic step, own a clearer handoff, add a review responsibility or join a cross-functional decision. Make the changed task useful to the team, not a private exercise imposed on others.",
  "limits": [
    "Do not redesign shared work unilaterally or create process overhead solely to manufacture a development opportunity."
  ],
  "topics": [
    "union-skill-acquisition-career-dominant-focus"
  ],
  "intents": [],
  "source_ids": [
    "RS-A34967A7C032E728",
    "RS-9FB33493564ED0D7"
  ],
  "evidence": [
    {
      "claim": "A meta-analysis of 122 samples found job-crafting dimensions were differently associated with engagement, satisfaction and performance, so job crafting should not be treated as one uniform behavior.",
      "source_id": "RS-A34967A7C032E728",
      "role": "supports",
      "note": "Most evidence is correlational and the direction of effects can differ by crafting dimension.",
      "locator": "Abstract"
    },
    {
      "claim": "A meta-analysis of 14 job-crafting interventions found modest improvements in job crafting and engagement, with more limited and context-dependent performance evidence.",
      "source_id": "RS-9FB33493564ED0D7",
      "role": "supports",
      "note": "The intervention literature is small, and task-performance gains were not general across occupations.",
      "locator": "Abstract"
    }
  ],
  "use_when": [
    "When the target skill is known but the current role allocates work in a way that rarely uses it."
  ],
  "avoid_when": [
    "Do not redesign shared work unilaterally or create process overhead solely to manufacture a development opportunity."
  ],
  "example": "A consultant who wants stronger facilitation skill takes responsibility for one requirements-conflict workshop with a senior colleague observing the first session.",
  "check": "The changed task creates authentic repeated use of the target capability while still serving a real work outcome.",
  "steps": [
    "Name the capability and the current task allocation that hides it.",
    "Find a useful task change that legitimately requires the capability.",
    "Agree the change with affected people.",
    "Review both work outcome and skill evidence after the trial."
  ],
  "sources": [
    {
      "id": "RS-A34967A7C032E728",
      "title": "Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes",
      "url": "https://www.sciencedirect.com/science/article/pii/S0001879117300477"
    },
    {
      "id": "RS-9FB33493564ED0D7",
      "title": "Effectiveness of job crafting interventions: a meta-analysis and utility analysis",
      "url": "https://www.tandfonline.com/doi/full/10.1080/1359432X.2019.1646728"
    }
  ],
  "relations": [
    {
      "from": "MHC-D-RESEARCH-9036",
      "to": "MHC-D-RESEARCH-9037",
      "type": "useful_with",
      "url": "/knowledge/seek-decision-complexity-not-just-more-task-volume"
    }
  ],
  "collections": [
    {
      "id": "RC-EA04F47374E04549",
      "title": "Learn new skills, turn them into career evidence, and protect the main development edge",
      "url": "/collections/learn-new-skills-turn-them-into-career-evidence-and-protect-the-main-development-edge"
    }
  ]
}