As you already know, not that many learning professionals are familiar with Geary Rummler, who with coauthor Alan Brache wrote:

Most training attempts to improve organization and process performance by addressing only one level (the Job Level) and only one dimension of the Job Level (skills and knowledge). As a result, the training has no significant long-term impact, training dollars are wasted, and trainees are frustrated and confused.

Elsewhere in Improving Performance they said:

We have found that about 80 percent of performance improvement opportunities reside in the environment. Usually, 15 to 20 percent of the opportunities are in the Skills and Knowledge area. We have found that fewer than 1 percent of performance problems result from Individual Capacity deficiencies.

I don't think all that many people in the workplace learning field ask themselves, "Do I want to improve performance, or do I want to work on skill and knowledge gaps?"