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Archive for March, 2014

TrendSpotters: 13 Management Practices That Waste Time and Money

TrendSpotters: 13 Management Practices That Waste Time and Money

Aubrey has spent more than 40 years working with clients, training and coaching their managers, and helping organizations change performance. He has educated his clients about the key principles of human behavior. On a visit to a longtime client whose managers ADI had trained, Aubrey learned that the company had an Employee of the Month award. He looked further and found in place a number of other common management practices that scientific knowledge tells us are not effective. He started keeping a list and talked about it at subsequent presentations where participants eagerly added other management practices from their organizations that were not working. Aubrey held the line at 13 items.

It Is in the Cards!–Three Templates for Training Games with Cards

It Is in the Cards!–Three Templates for Training Games with Cards

For the past 25 years, we have been designing, conducting, evaluating, and revising a series of training activities with cards. We have used these accomplishment-oriented and evidence-based games with corporate participants around the world to explore principles and procedures associated with such interpersonal topics as building trust, change leadership, coaching, conflict management, critical thinking, customer service, feedback techniques, leadership strategies, motivation techniques, and workplace civility.

Turning Competencies into Results: Time to Overcome McClelland’s Paradigm?

Turning Competencies into Results: Time to Overcome McClelland’s Paradigm?

When assessing and measuring human capital, companies face a dilemma: Should they measure the competencies or measure the results? The search for answers to these questions led the authors of this article to a research process that resulted in models, methodologies, and software, to the publication of a book* and the process of Certified Performance Technologist (CPT) certification.

How Spiders and Snakes Help Guide Decision Making

How Spiders and Snakes Help Guide Decision Making

Have you or a client ever struggled when faced with a “decision-crossroad” with too many possibilities and no clear choices? During the 2014 ISPI conference in Indianapolis, please join us for a very special interactive session where we will introduce you to a dialogue decision process. We will use this interactive session to introduce tools (including spider diagrams and a snake model) that will give decision-making opportunities higher fidelity. It is guaranteed to be engaging and fun.

When Success Leads to Rainmaking

When Success Leads to Rainmaking

Many service professionals believe that effective “rainmaking” (business development) requires them to behave in ways that are not comfortable to them. Are you one of those individuals? Would you be pleasantly surprised to learn that this idea is actually a misconception? As I have connected with successful rainmakers over the years, I would ask them to let me in on their secrets. It was very clear that they struggled to articulate or even know how to define the reasons for their success. Another interesting discovery is that most of these individuals did not consider themselves extroverts. Nor did they see themselves having special experience, skills, or intellect.

Working with Generations: Breaking the Stereotypes

Working with Generations: Breaking the Stereotypes

In today’s workforce, intergenerational dynamics are a hot topic among HR professionals. Numerous books and articles have been written on the subject with attention-grabbing titles such as “Not Everybody Gets a Trophy” and “Grown Up Digital.” Yet trying to apply intergenerational dynamic interventions in a global organization like Oracle is complex and problematic.

Reengaging the Frontline in Performance Improvement

Reengaging the Frontline in Performance Improvement

Modern day performance improvement (PI) and total quality management (TQM) efforts owe much to the precedent set by quality circles and participative management of the early 1980s. These initiatives were collaborative efforts of teams or frontline workers focused on identifying problems and developing solutions to them. Initially the focus was on environmental factors related to the quality of work life, but they then soon evolved into efforts targeted to improve product or service quality.

Performance Architects at Work: A Conversation Salon

Performance Architects at Work: A Conversation Salon

Are you a performance architect? If you work to improve performance in organizations anywhere on the performance landscape, then, yes, you are. And, as a performance architect, you have had experiences, learned from them, and developed your views on work in the performance improvement arena. We know you have thoughts and opinions about your work, and we are quite sure that many of your colleagues would like to hear them. We certainly would. Thus, a salon was constructed just for this purpose.

Problem Employees or Problem Employers? The Failures of Cultural Mismatch

Problem Employees or Problem Employers? The Failures of Cultural Mismatch

How often have you met a former coworker at a conference or elsewhere who was fired or regarded as a problem employee and found him thriving, even exuberant: “You look wonderful. But you promised to come back for a visit?” Suddenly the light in his bright face fades and, with almost a growl, he grimaces, “I would not go back there even under a sentence of death. Leaving that place was the best thing that could have happened to me.” He then sees a client walk by and quickly and deftly disengages.

ISPI Approves First Non-North American to Serve as ISPI President-elect

ISPI Approves First Non-North American to Serve as ISPI President-elect

Last month, ISPI members approved the slate of candidates, which included our first Non-North American to serve as ISPI president-elect, as recommended by the Nominations Committee for the 2014-2016 Board of Directors. On April 16, at THE Performance Improvement Conference in Indianapolis, IN, we will officially welcome our four newly elected officials.

2013-2014 ISPI Research Priorities Stimulus Grants Call for Proposals

2013-2014 ISPI Research Priorities Stimulus Grants Call for Proposals

Performance improvement is both a field of inquiry and professional practice (Stolovitch & Keeps, 2006) that draws from a variety of disciplines and fields including economics, mathematics, management, operations research, programmed instruction, psychology, sociology, systems thinking and analysis (Brethower, 2008; Ferond, 2006; Rosenberg, Coscarelli, & Smith Hutchinson, 1999; Stolovitch & Keeps, 1999).

Building Leadership Capacity

Building Leadership Capacity

Using the ISPI human performance technology principles and standards for effective leadership as our lenses, this webinar will explain how to build leadership capacity for yourself, others, and your organization. Judy and Donna have synthesized the research about leadership into the 5 Cs: character, context, collaboration, critical thinking, and complex communication.

<em>Performance Improvement Journal:</em> February Issue

Performance Improvement Journal: February Issue

Welcome to the February issue of the Performance Improvement journal (PIJ). This issue of the journal, edited by James Pershing, CPT, PhD, is an introduction to the make-or-break month of New Year’s resolutions. He gives a nod to the Welsh, calling February the “little month.”

Molly Wankel Honored With Potomac Chapter Honorary Life Member Award

Molly Wankel Honored With Potomac Chapter Honorary Life Member Award

The Potomac Chapter of the International Society for Performance Improvement (ISPI) recently honored Mary Jane (Molly) Wankel, PhD, with its Honorary Life Membership Award. The criteria for the award are demanding–with the local organization only giving it to members who have made significant contributions to the chapter and the field of human performance technology (HPT). Since the chapter’s inception, only 12 members have received this designation, and Dr. Wankel is the first to receive it since 2005.

The Consultant’s Competency Circle: A Postscript for Internal Consultants

The Consultant’s Competency Circle: A Postscript for Internal Consultants

There is no better example of a knowledge worker than the consultant. Consultants can be found outside and inside most organizations, in large firms and small, and as members of consulting firms and working as independents. In the February 2013 issue of Performance Improvement, we examined the skills and knowledge needed to succeed as an independent consultant (Nickols & Bergholz, 2013).

Performance Improving Technology: iTranslate Voice 2

Performance Improving Technology: iTranslate Voice 2

Good communication starts with understanding one another. In most instances communication is done in one of two ways–written or spoken. Communication is the key to any situation involving two or more people. If you cannot communicate with another person, there are ways to work around this handicap by drawing pictures, pointing, and hoping the message gets across. However, that takes more time and energy than necessary.

Case Study Evaluating a Competitive Soccer Club’s College Advisory Program

Case Study Evaluating a Competitive Soccer Club’s College Advisory Program

In the fall of 2013, Total Vision Soccer Club (TVSC; a pseudonym), a competitive youth soccer club, requested an evaluation of their College Advisory Program (CAP) to verify whether the program aids players in finding the best college fit based on their needs and to determine key areas of improvement. Through the game of soccer, TVSC offers a variety of opportunities for youth players, ages 2-19, with a focus on having fun, developing skills, and providing players with competitive playing opportunities.

Preview: The 2014 Chapter Leaders Workshop

Preview: The 2014 Chapter Leaders Workshop

At THE Performance Improvement Conference, the Chapter Partnership Committee presents the Chapter Leaders Workshop (CLW). This year, we will hold the workshop Sunday, April 13, from 7:30 a.m. to 5:00 p.m. This event is free and open to all chapter leaders. Our intent is to have at least one representative from each chapter attend the workshop. Chapter leaders will report back to their boards by summarizing the experience, sharing print materials, and discussing implications for their chapters.

Speed Mentoring Sessions Available for Emerging Talent

Speed Mentoring Sessions Available for Emerging Talent

Are you a budding professional or new to the performance improvement field? If so, sign up for the sixth annual Emerging Professionals Speed Mentoring Session on Sunday, April 13, from 2:00–5:00 p.m. at THE Performance Improvement Conference 2014 in Indianapolis, Indiana. Connect with dedicated ISPI professionals in these mini-introductory sessions. Mentors will answer your questions and provide insightful advice and guidance.

Exhibit and Sponsor at THE Performance Improvement Conference!

Exhibit and Sponsor at THE Performance Improvement Conference!

This coming April, exhibit and sponsor at THE Performance Improvement Conference and have the best and the brightest performance improvement practitioners at your attention. THE Performance Improvement Conference 2014, April 13-16, in Indianapolis, Indiana, is the perfect place to heighten your visibility and stature among forward-thinking performance improvement organizations from business (Fortune 500), government, military, health care, academia, nonprofit, and other organizations around the globe.