Deloitte’s CYPRESS methodology empowers clients to own and institutionalize organizational development to achieve and sustain measurable performance improvement. The methodology guides the identification of performance targets; a current state analysis; and organizational development design, implementation, and measurement.
Newstrom and Davis (2002) said “organizations require consistent levels of high performance from individual employees in order to enhance overall corporate performance and survive in a highly competitive environment” (p. 139). In a similar perspective, Addison (2004) indicated that “performance architecture is the design of the organizational house where all three levels are integrated to smoothly support the raison d’etre of the entity, be it a business, civil service, or non-governmental organization” (p. 14).
STAPLES introduced the “Easy Button” to solve problems. Human performance technology (HPT) practitioners and leaders understand Easy Buttons and silver bullets do not work for complex issues, but knowing what organizational buttons to push to produce the desired result is the goal of the practitioner and leader alike.
Unlike many leaders today, pilgrims had a singular vision of where they were going and why they were going there. They shared fundamental values and beliefs that compelled them to make incredibly long, challenging, solitary, yet extraordinarily impactful journeys to sacred locations.
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Aligning Business Needs with Instructional Assets–A Successful Performance Improvement Effort that Works!
High-performing performance technology organizations are focused on aligning their instructional curricula with the needs of their business. The field currently lacks a systematic methodology for performing that alignment.
An Investigation of the Development of Expertise: The Personality Traits of Human Performance Improvement Experts, as Measured by the Neuroticism, Extraversion, and Openness (NEO) Personality Inventory-Revised (NEO PI-R)
The research topic was the role of normal human personality traits in the development of expertise in the profession of human performance improvement. The research focused on human performance improvement experts, called Certified Performance Technologists (CPTs).
Nothing is more frustrating when you are moving full steam ahead to complete tasks and reach goals than passive-aggressive behavior in a leader or an employee. Although we can understand that these behaviors are often unconscious and emotionally driven, it does not make them any less destructive.
If you are a current or former employee, service member, or a consultant/contractor with the U.S. Federal Government, please consider participating in a study exploring the professional practice of Human Performance Technology (HPT)/Human Performance Improvement (HPI) in the federal government.