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Post Tagged with: "Performance"

Guaranteed Success: A Roadmap for Minimizing Sales Training Effectiveness in Start-Ups

Guaranteed Success: A Roadmap for Minimizing Sales Training Effectiveness in Start-Ups

Start-ups lose billions of dollars each year due to ineffective sales practices, ineffective sales learning design, and ineffective sales training delivery. The reasons are clear and the solution is simple.

Leadership Insights from the Pan Am Games

Leadership Insights from the Pan Am Games

Performance…it seems these days this word tends to be on most people’s minds–whether in business, politics, or, yes, even sports. Performance is one of those terms that has become generic in our culture. In most organizations, performance usually falls somewhere in the area of performance management systems, operational efficiencies, and productivity.

Rethinking, Revisiting, & Reimagining PI: Organization Design: A Pathway to Performance

Rethinking, Revisiting, & Reimagining PI: Organization Design: A Pathway to Performance

The landscape within which organizations compete today has undergone a drastic change and continues to do so. The environment dictates that an organization be agile and resilient to nimbly transmogrify and respond to business priorities to sustain its competitive advantage.

Flow State–Creating Optimal Workplace Experiences

Flow State–Creating Optimal Workplace Experiences

I recently read that Accenture will abandon their annual performance review system in place of a more fluid system that provides timely feedback to people. The replacement of traditional performance review programs has become a growing trend in recent years for many organizations; and as professionals working in the area of human performance, this is a great opportunity to help shape the future of workplace performance.

Is Ongoing Learning the Focus of Performance Improvement?

Is Ongoing Learning the Focus of Performance Improvement?

A considerable amount of attention is currently being placed on “outdated” performance management systems. As such, there is a mounting need to “reinvent” workplace performance reviews and systems.

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

Performance Improvement Journal: February Issue

Take a look at this issue–it is filled with learning materials, tools, models, visuals, tips, tricks, and reviews that will keep you striving for excellence. Below you will find the titles, authors, and abstracts in the current issue of PIJ available for download via the Wiley Online Library.

Developing a Competency-based Program for a Greenfield Oil and Gas Operation

Developing a Competency-based Program for a Greenfield Oil and Gas Operation

Developing a competent workforce entails identifying and defining the competencies required to perform one’s job, and training and assessing people according to standards and criteria associated with each competency.

Knowledge Worker: What Does Your Work Profile Look Like?

Knowledge Worker: What Does Your Work Profile Look Like?

Somehow, somewhere along the way, we have managed to divorce performance from work. The two of them need to be remarried. To perform–in the sense that that term has any meaning at all in the world of work and working–is to achieve some result of value. It is to accomplish something; hence, Tom Gilbert’s focus on “accomplishments as the chief indicator of performance.”

October SkillCast: SMART Goals that Work!

October SkillCast: SMART Goals that Work!

The SMART goal framework is documented in more than 400 books, taught in countless workshops, and used by many organizations. It is popular, but it does not appear to be working. Research shows that most goals fail the SMART criteria–badly. In this session, you will use the “SMARTometer Lite”– a tool for measuring the effectiveness of SMART goals–to analyze your goals. Next, you will learn how to write breakthrough SMART goals that create alignment.

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

Performance Improvement Journal: September Issue

The September issue of the Performance Improvement journal starts with details on the adaptation of ISPI’s performance improvement standards and models in Rwanda in an effort to initiate a human and institutional development program to strengthen local government agencies and the civil society, explained by Steven Kelly and John Palmucci. The next article by Aurora Seguinot Cruz and Dwayne Dunn is a case study on improving customer satisfaction, quality, and performance involving a cable service provider and would be an insight for those practicing human performance technology (HPT).

Decoding Performance Complexity 101

Decoding Performance Complexity 101

Barring the simplicity of the term “performance,” advocates of performance improvement would agree that it is anything but. Scholars and practitioners alike have attempted to outline the various factors that influence performance. The listing of several variables and equations within our literature that illustrate what must be looked into to resolve performance issues only showcases the complexity that surrounds it.

Promotions and Popularity Contests at Work: “It’s a Farce!”

Promotions and Popularity Contests at Work: “It’s a Farce!”

Employees are basically inert–content to do as little as they can to get by–and no more. We cannot count on their motivation for self-improvement and performance improvement. So, by default, we have to be the motivator, but cleverly and indirectly so they do not suspect manipulation. So kill with kindness; use the carrot, not the stick. Do not just talk about excellence, but give examples of such excellence by employees like them and the rewards that come with achievements.

Designing Motivating Learning

Designing Motivating Learning

Many believe that what truly and deeply motivates the workforce is money. Although part of the equation, money is not enough to engage employees and create a desire to improve on productivity. It is not enough to create an agile and transformative workplace with the ability for product innovation, market expansion and improved customer service.

Pow! Zoinks! Wow! Interactive Comics as E-learning

Pow! Zoinks! Wow! Interactive Comics as E-learning

Our client’s field engineers were applying for, and some were being promoted into, the role of contract representatives. The new role was a step up for the engineers. Once in that role, some had problems succeeding. These engineers were really good at the engineering competencies, but there was a gap when it came to the additional competencies they needed in their new role, mainly customer relations and business acumen.

Return on Investment of Performance Appraisals–One Proven Way to Maximize It

Return on Investment of Performance Appraisals–One Proven Way to Maximize It

Organizations spend thousands of dollars and, more important, hundreds of hours annually conducting performance appraisals. Now we will address the return on investment (ROI) of performance appraisal and explore some ways (that are supported by hard data) that ROI might be maximized.

10,000 Hours toward Performance Mastery

10,000 Hours toward Performance Mastery

As professionals within the human performance field, we are often involved in situations where we need to improve people’s performance relatively quickly and efficiently. This is compounded by the fact that we are living in a culture that values instant results, which often leads to unrealistic expectations and demands placed on people and teams within many organizations.

The GAP-ACT Model of Human Behavior and Performance

The GAP-ACT Model of Human Behavior and Performance

From time to time I fancy myself a toolmaker to knowledge workers. By “tool” I mean any device that assists the worker in doing the work. One of the more common classes of tools used by many knowledge workers are the models, diagrams, and schematics they use to represent the phenomena with which they grapple.

One Man, Two Conferences

One Man, Two Conferences

I’m fairly certain that I’m the only person who attended both THE Performance Improvement Conference #ISPI14 and the Global Scrum Gathering #SGNOLA this spring. I hold professional designations from both the International Society for Performance Improvement (CPT–Certified Performance Technologist) and the ScrumAlliance (CSPO–Certified Scrum Product Owner).

Performance Appraisals: They Suck! Or Not?

Performance Appraisals: They Suck! Or Not?

Performance appraisal or performance review, as many of us like to call it, happens in most companies, irrespective of the company’s size. What is their purpose of performance appraisals? Do they fulfill the purpose? Do they help the business? Do they help the people who are reviewed or appraised? Some people say it is waste of time. Is it?

On the Road to Success–Metacognition

On the Road to Success–Metacognition

The deli chain where Jackie works just promoted her from employee to manager. She has new responsibilities setting her apart from those she with whom she used to work shoulder-to-shoulder. The line of customers during this busy noon hour grows. Surveying the situation, she sees one employee–a friend–glance at her, which Jackie interprets as being disapproval. She sees two other employees doing more talking with each other than tending customers. She is confused about what to do. She could pitch in to make sandwiches and serve customers or manage the overall situation.