PERFORMANCE IMPROVEMENT Beyond Transfer of Training: Engaging

PERFORMANCE IMPROVEMENT

Beyond Transfer of Training: Engaging Systems to Improve Performance제목

In today’s complex organizations, the entire system must support strategically important performance. Executives, managers, performance consultants, performers, and other stakeholders must collaborate to provide incentives and resource-rich work environments that encourage, measure, and reward desired performance. Without this visible consistent support, investments in performance-improvement interventions (such as process improvement, training, or team building) seldom pay off. Engaging stakeholders presents complex challenges. It requires solid business knowledge of the organization’s strategic direction, competition, resources, work practices, technologies, global economies, and social and political upheavals. Performance consultants must build close relationships with managers, employees, and other stakeholders to gain and sustain strong performance that achieves organizational goals. In this session, the speakers will describe key stakeholders’ support for performance, present recent research and a detailed case study at the National Weather Service, and provide tested strategies to build and maintain collaborative relationships.

개요

Analyze your own complex system to identify key stakeholders and educate them to support performance. Work with key stakeholders before, during, and after an intervention to put strategies into action. Develop and maintain ongoing relationships with key stakeholders.

학습목표

SU316세션 No.2Level5/7/2006 1:45 PM-3:00 PM 일시

Mary Broad , Bradford Grant 강사

From Theory To Practice: 20 Smart Tips on Performance Improvement 제목

Get ready to be provoked, engaged and experience several ‘Ahas.’ This session, which is supported by the analysis of several case studies of Eastern European subsidiaries of multinational companies takes, is led by a Human Performance Improvement practitioner who uses common sense and best practices to make performance-improvement efforts simple and workable. You will learn ways to fill the gap between the desired standards and harsh reality. The speaker will provide practical ideas on: conducing system analyses, applying business acumen to HPI projects, selecting and designing appropriate interventions, partnering with clients, and conducting measurements and evaluations.

개요

Apply applicable, valuable tools and ready-made, easy-to-use solutions. Safely introduce practical—and revolutionary—changes in your day-to-day activities.

학습목표


Szymon Kudla 강사

Never Worry about Transfer Again: Six Strategies for Converging Learning and Work 제목

There are good reasons for professionals to fret about learning transfer. Does professional development matter? Are all those workshops making any difference? Are people using the programs we build? Do our efforts matter? Do they have strategic impact? Too often, the answers are negative and the spirit is cynical. Now is the time to do away with the chasm between our efforts and the workplace. In this session, you will examine six ways to bridge the gap between learning and work, some using technology, and some without any technology at all.

개요

Apply six strategies for converging learning and work. Use at least one strategy back at work within the next 30 days. Plan for ways to overcome obstacles to using the strategy. 학습목표

M217세션 No.1Level5/8/2006 2:15 PM-3:30 PM 일시

Allison Rossett 강사

Partnering: The Critical Competency 제목

The ability to effectively partner is essential for a successful performance consultant. Yet this competency is one that most performance consultants don't develop well and tend to underutilize—especially as a means of gaining strategic support. In this session, the speaker will examine the elements of effective partnering for successful performance consultants and will identify practice strategies and useful tools for building partnerships.

개요

Build performance-improvement partnerships using specific strategies. Apply tools for shaping client expectations and relations. Develop action plans to improve partnering ability and application.

학습목표


Joe Willmore 강사


제목 Put Performance Tools Into the Hands of Managers

개요

How do you engage managers in performance improvement? How do you get managers to use the principles of Human Performance Improvement (HPI)? An effective way is to provide managers with user-friendly tools, based on HPI principles, and then coach managers on how to use the tools. This way, managers can experience the power of performance-improvement concepts, while they solve business and performance problems. In this session, you will experience a proven approach for engaging managers in their own performance-improvement projects.

학습목표Teach line managers to use performance-improvement tools. Apply these tools to your cases and organization. Coach managers on how to solve their performance problems by using performance-improvement tools and concepts.

일시 5/9/2006 10:00 AM-11:15 AM Level 2 세션 No. TU116

강사 James Robinson

How Top Companies Invest in Human Capital 제목

In this session, the speaker will report on the ongoing research program for Fortune magazine's “America's Most Admired Companies” and “100 Best Companies to Work For.” The session focuses on how these 700+ companies invest in human capital and how that investment impacts organizational performance. The model collects data on more than 60 financial, marketing, operational, and human capital variables each quarter—the presentation will analyze data from three quarters. This study starts where benchmarking ends, and it centers on the factors that drive organizational performance. The goal is to discover the conditions in which investments in human capital have an impact.

개요

Apply data about where and how investments in human capital impact change in your organization. Determine where development activities can have the best effect on the organizational performance in your company. Apply variables such as industry, company size, and leadership to human capital investment decisions in your organization.

학습목표

TU110세션 No.3Level5/9/2006 10:00 AM-11:15 AM 일시

Jac Fitz-enz 강사


제목 From Tactical Request To Strategic Opportunity: Ask Powerful Questions

개요

“Please deliver some leadership training to my supervisors” and “I need you to build the customer-service skills of my employees” are typical requests for training interventions. Each of these requests has a pre-determined solution, or tactic. Responding to the request as presented may use time and resources on a solution that yields a limited return to the organization. However, a negative response to the request may be viewed as non-supportive. Instead, you need a collaborative approach that includes powerful questions designed to investigate the situation more completely. The outcome of this investigation could identify an opportunity that is far more strategic, and business-linked, than the requested solution. In this session, you will learn techniques for asking powerful questions—the kind that have your client, whether internal or external, say, “I don’t know the answer, but that is a great question!” You will leave with a starter kit of questions you can use the next time a client calls you with a pre-determined learning solution.

학습목표Differentiate between tactical and strategic opportunities. Ask powerful questions to reframe a request for a solution into a discussion of needed business and performance results. Use criteria to determine if a situation qualifies as a tactical or a strategic opportunity.

일시 5/10/2006 8:00 AM-9:15 AM Level 2 세션 No. W102

강사 Dana Robinson

Are You Certifiable? How to Become a Certified Performance Technologist 제목

Hundreds of performance-improvement professionals have been certified as CPTs. Is the time right for you? Unlike many certifications, selection for the Certified Performance Technologist (CPT) designation is performance-based, not knowledge-based. As such, selection is based on demonstrating that you have used the Standards of Performance Technology in your past work, and on having these descriptions attested to by your supervisors and/or clients. There are no tests, specific courses, or education requirements. The 10 Standards of Performance Technology consist of four principles and a six-step systematic approach to improving performance. The standards are: 1. Focus on results. 2. Take a systems view by placing the immediate problem into a larger context. 3. Add value for the clients served. 4. Use partnerships with clients and other experts. 5. Systematically assess the performance gap or opportunity. 6. Systematically analyze the causes. 7. Systematically design solutions. 8. Systematically develop solutions. 9. Systematically implement the solutions. 10. Systematically evaluate the process and the results. In this session, the speaker will identify industry trends in training and performance consulting, as documented in ASTD’s State of the Industry Report. The speaker will then present an overview of the Standards of Performance Technology that serve as the basis for certification. The CPT application process will be covered in detail. This session is for you if you are interested in learning more about applying for the CPT designation.

개요

Determine if becoming designated as a Certified Performance Technologist (CPT) is right for your career path. Use the Standards of Performance Technology in your work and professional development. Develop a game plan for becoming a CPT by gaining a knowledge of the application process and forms.

학습목표

TU117세션 No.2Level5/9/2006 10:00 AM-11:15 AM 일시

Roger Chevalier 강사


From Tactical Request To Strategic Opportunity: Ask Powerful Questions 제목

“Please deliver some leadership training to my supervisors” and “I need you to build the customer-service skills of my employees” are typical requests for training interventions. Each of these requests has a pre-determined solution, or tactic. Responding to the request as presented may use time and resources on a solution that yields a limited return to the organization. However, a negative response to the request may be viewed as non-supportive. Instead, you need a collaborative approach that includes powerful questions designed to investigate the situation more completely. The outcome of this investigation could identify an opportunity that is far more strategic, and business-linked, than the requested solution. In this session, you will learn techniques for asking powerful questions—the kind that have your client, whether internal or external, say, “I don’t know the answer, but that is a great question!” You will leave with a starter kit of questions you can use the next time a client calls you with a pre-determined learning solution.

개요

Differentiate between tactical and strategic opportunities. Ask powerful questions to reframe a request for a solution into a discussion of needed business and performance results. Use criteria to determine if a situation qualifies as a tactical or a strategic opportunity

학습목표

W202세션 No.2Level5/10/2006 10:45 AM-12:00 PM 일시

Dana Robinson 강사

State Farm's Enterprise Performance-Improvement Initiative: Getting Started, Getting Results

제목

Moving from training to performance consulting is sometimes confusing and scary, and often is conducted as a process of trial and error. Speakers from the Corporate Learning and Development department at State Farm will share a roadmap from the Enterprise Performance Improvement Initiative for all human performance improvement (HPI) stakeholders to mutually plan and implement performance consulting. Learn how they are building a consistent HPI knowledge base and internal standards throughout the organization. Discover what worked well and lessons learned. Examine practical concepts, steps, and techniques to aligning the training department's process, roles, and structure with the readiness of the performance consultant. An HPI project is presented as a case study in achieving an early win for you and your client.

개요

Use best practices in the transition of the training department and trainers to performance improvement. Apply the factors and lessons learned for achieving success in a performance-improvement project. Develop specific actions to build a local, as well as a geographically dispersed, performance-improvement function.

학습목표

W115세션 No. 2Level 5/10/2006 8:00 AM-9:15 AM 일시

Thomas LaBonte , Molly Necessary 강사


Negotiation Skills for the Performance Consultant 제목

There is increasing pressure on trainers to shift from their traditional role to a performance consulting focus. One of the key competencies needed to deal with this new challenge is intervention negotiation skill. You need to partner with your internal clients and implement cost-efficient solutions. It is not as simple as designing the perfect solution for the performance problem, because several parties need to agree on what, when, and how to put it into practice. Line managers usually have a preconceived idea on how to improve the performance of their team; IT people are sure that their information system is the best; financial VPs wants to keep everything on budget; the vendor needs to sell his own products; and your boss wants a fast-track solution ready for the next executive meeting. During this negotiation process, you might have to give up some parts of your solution in order to implement it. In this session, you will learn a simple and proven seven-step process to negotiate your performance-improvement intervention in a way that solves the problem and satisfies the interests of all the parties involved—building solutions and reaching agreements that last and creating value for the company. It will help you approve the budget, get better prices with vendors, get support from internal areas, and convince line managers to let their people practice and spend time in learning activities.

개요

Apply the negotiation techniques to the key steps of an intervention negotiation. Develop a negotiation strategy for your next intervention using the seven steps.

학습목표

W314세션 No.2Level5/10/2006 2:15 PM-3:45 PM 일시

Eduardo Saleh 강사

Human Performance Improvement: Influencing Organizations 제목

Organizations are looking to the profession to help ensure that interventions (costly or not) hit the mark and resolve a business need or goal. In this session, the speaker will describe how three organizations have implemented HPI and the outcomes they are receiving. These organizations were able to link performance needs to business goals, uncover and measure the performance gaps, identify various causes, and choose the best solutions. Workplace learning and performance professionals who are moving to or increasing their emphasis on performance solutions will find this session full of real-world examples and practical implementation suggestions.

개요

Apply results of three organizations that have applied HPI in the workplace to your programs. Demonstrate practical suggestions that help engage your organization in performance solutions. Provide HPI implementation pathways for the new, intermediate, and seasoned practitioner.

학습목표

W214세션 No. 3Level 5/10/2006 10:45 AM-12:00 PM 일시

Geri Lopker 강사


The Ties that Bind: Social Capital and Human Performance 제목

“Who will buy you lunch?” This may be the ultimate question regarding social capital. This session will explore the subtle depths of this deceptively simple query. In order to answer it, we will delve interactively into the theory and practice of social capital and its effect on human performance. We will discover how, simply put, social capital explains why—and enables us to measure how—those who are better connected tend to perform better. We will investigate the influence and practical measures of the aspects comprising social capital, including social networks, organizational norms, and even that nebulous concept of trust—on individual and organizational levels. Lastly, we’ll transform the analysis concepts of social capital into a framework for potential performance interventions, which will enable organizations to effectively balance efficiency and innovation.

개요

Increase constructive social capital in your organization. Analyze the trust, norms, and networks comprising the social capital of your organization on individual and organizational levels. Apply the framework and practice of capital connectivity in your organization to increase efficiency and innovation.

학습목표

W315세션 No. 2Level 5/10/2006 2:15 PM-3:45 PM 일시

Brian Grant 강사


Business

PERFORMANCE IMPROVEMENT Beyond Transfer of Training: Engaging