In one example, three hours of training was required to learn how to complete a form because of its complexity and poor design. Once the form was redesigned, no training was required. This example illustrates the importance of exploring the instruments cell of Gilbert’s model rather than defaulting to training to improve performance.
I have decided to use Collaborate to help define and refine my professional development path. After a full career in the Navy and several years of industry experience in the federal sector, I have discovered that my real passion is for performance improvement, but I did not really understand how to gain formal education and credibility in the field.
As a person who has worked virtually for more than 10 years, did my graduate and doctoral degrees at Capella’s Virtual University, and was founder of Capella’s award-winning virtual chapter, I am obviously very comfortable in cyberspace. However, one of the most exciting things about ISPI is getting to share information, tools, and ideas with like-minded professionals.
Training is a primary mission function of all small or rural fire departments. It is essential that all volunteer members responding to emergencies be trained to safely and effectively carry out the mission of the department. Training, with evening or weekend drills, helps to reinforce proper skills of the job.
If you missed the 2012 Performance Improvement Conference or just missed Roger Chevalier’s session, “Models and Tools for Performance Improvement”, it is available on Guy Wallace’s website at http://eppic.biz/2012/05/17/85-minute-video-roger-chevalier-session-from-ispi-2012 . The presentation is a highly condensed version of the one-day workshop that Roger provides his clients to enhance their
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I did a 99 second critique of Bloom’s taxonomy at the 2002 ISPI conference and it generated more unsolicited feedback than any other presentation I have made. The response varied from those who completely agreed with me and have abandoned Bloom many years ago to those who are still true believers and avid users. In the 99 seconds presentation I criticized the taxonomy but did not have time to present more valid alternatives. This article summarizes the criticisms and presents two alternative strategies for classifying objectives in order to design appropriate instruction and assessment.
I first joined ISPI (or perhaps it was NSPI) in the mid-1980s. I was primarily a consumer of the publications and reader of books. During the 1990s, after I relocated to then Czechoslovakia to support the reform from communism, I was absent for some years. My partner, Mari Novak, and I then rejoined again just before the turn of the century. I have been most active in the Europe Chapter (which is more of a network) and KNO hosted the 2006 conference in Prague.
Lynn Kearny, CPT, has headed a performance consulting firm in Oakland California for over 30 years. She has wide experience assessing organizational needs and designing and developing performance improvement interventions. She also partners with clients to plan and graphically facilitate meetings and think tanks. She specializes in graphics to communicate complex and abstract ideas in a clear, memorable way.