Educational Sessions

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Bringing Out the Best in Every Generation: Performance Beyond ClashPoints™

For the first time in history, four distinct generations are shoulder to shoulder in the workplace, each with a unique set of attitudes, values, and work styles. Now, regardless of culture or geography, roles are all over the map and rules are being rewritten. Don't miss generational expert Lynne Lancaster as she explains what shaped the generations in the workplace today and why they behave the way they do.

Learn about ClashPoints™--areas at work where the generations are bumping up against each other and causing conflict.

• Find out what to do about the upcoming talent gap.

• Grasp the keys to retaining the generations you need the most.

Lynne's high energy, enlightening, and entertaining presentation will help you bridge the gaps and enhance performance in every generation.

Baby Boomer Lynne Lancaster is one of today's foremost cultural translators. An expert on the generations, she is co-founder of BridgeWorks, a generational diversity consulting and training company with high-profile corporate and nonprofit clients nationwide. Lynne is co-author with David Stillman of the best-selling business book When Generations Collide--a consistent favorite among CEOs.

A sought-after expert on workplace and social trends, Lynne advises leaders, managers, and employees on how to conduct business more successfully by bridging generation gaps at work and in the marketplace. She has been a guest commentator on CNN, CNBC and National Public Radio. Her by-line has appeared in numerous publications including The Futurist and Nation's Business, and she has been featured in a wide range of national publications including The Wall Street Journal, The Los Angeles Times, The Washington Post, and TIME, Fast Company and Success magazines, Lynne is a Phi Beta Kappa, summa cum laude graduate of the University of Minnesota with a B.A. in English Literature. She earned her stripes as a management consultant, coaching managers and senior executives from such corporations as Coca-Cola, The Principal Financial Group, and Ralston Purina on decoding communication issues.

Lynne's work with CEO author Harvey Mackay resulted in five best-selling business books, including Swim with the Sharks Without Being Eaten Alive. At the same time, Lynne served as an adjunct faculty member at the University of Minnesota's Carlson School of Management where she co-developed a course on business communication.

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Masters Series Presentations
Tuesday, May 1 & Thursday, May 3

The Masters Series program is designed to provide conference attendees with an in-depth analysis of the trends and issues facing human performance improvement practitioners. These speakers will be selected by 2006-07 ISPI President Clare Elizabeth Carey, CPT, EdD, because of their expertise and accomplishments in human performance technology. 

Applying the Standards of Performance Technology
with the Royal Canadian Mounted Police
Roger Chevalier, CPT, PhD, Principal, Improving Workplace Performance, William Pullen CPT, MA, Managing Principal, Gordon Pullen Consulting Inc., and Wayne Gallant, Inspector, Officer in Charge, Learning Alignment Initiative, Royal Canadian Mounted Police

The 10 Standards of Performance Technology serve as an excellent structure for improving individual and organizational performance. During this presentation, each of the standards will be presented with specific examples of their application within Canada's national police force, the Royal Canadian Mounted Police (RCMP). The RCMP has been using Human Performance Technology (HPT) to improve operational readiness in police units and detachments since 2003 and currently has the HPT process in active use in more than 150 sites cross Canada. Of particular interest will be the way in which the standards were applied throughout the operational management structure down to the individual police officer level to achieve measurable results, and how the standards helped ensure consistent application as HPT was introduced in different regions and business lines.

HPT and the Global Market: Does HPT Change
with Local Customs and Culture?
J. Robert (Bob) Carleton, Sr. Vice President HR and Organizational Performance, T-Systems North America, and Tayo Rotimi, CPT, Chief Executive Officer, MacTay Consulting, Nigeria

First world to Third world, New world to Old world, is HPT one cohesive body of knowledge or are there adjustments that must be made to fit local situations?

In trying to apply HPT around the globe a common refrain is "things are a bit different here and what has worked in X will not work that way here." Both presenters have significant experience in applying HPT around the globe in both the developed world and undeveloped world across five continents and have heard this message many times in a variety of ways. We are often initially labeled as too American and/or too European and/or too Western. Or we get "advice" that we need to be more African, more Latin, more attuned to small businesses, more attuned to large businesses, more attuned to X industry versus Y industry. Whatever the rationale, the common message is "If this is going to work, we need to change things to fit this culture, this custom, this X norm." Is there any truth to this refrain or is HPT actually one body of knowledge that works everywhere?

The potential returns for organizations applying HPT are huge but selling the benefits of HPT and getting it applied with rigor can be quite difficult when the clients are so sure they are unique for whatever reason. Just how different is HPT in these various settings, and what adjustments do need to be made--if any? The presenters will call upon their extensive experience in the global marketplace in attempting to answer this basic question.

Insights from the Outside: Practicing HPT in Old Europe
Monique Mueller, CPT, la volta consulting, Zurich, and Christian Voelkl, CPT, E&E information consultants AG, Berlin

A decade after European Human Performance Technology (HPT) practitioners planted the first seeds and five years after the first ISPI Conference in Europe, it's time to take a snapshot at the current state of HPT on the old continent. How do practitioners translate performance improvement methods and tools into the variety of European contexts? Do they conflict or integrate with approaches that are commonly practiced over here? How are those methods and tools received in European organizations? What are typical successes and stumbling blocks? Based on their own work and illustrated with examples from experienced managers and consultants, Mueller and Voelkl share their perspectives on the HPT movement in Europe. Join them in their dialogue on translating HPT and bridging continental borders.

Making It So: Success in High-Warp, High Risk,
High-Stakes Environments
Angela Walker, Executive Officer to the Associate Director for Education and Training, National Security Agency/Central Security Service

Optimal performance in today's complex world demands continuous personal and professional course adjustments while maintaining absolute clarity of purpose, integrity of vision, and integration of head and heart. Meyer will describe three seemingly disparate leadership contexts--advanced ballet teaching, foreign language planning, and realignment of a large government operation. She will share concrete examples of the principles that have guided her in the strategies that she has applied toward improving organizational and individual performance from the inside out.

The Olympic Road to Performance Improvement:
From "Scratch" to "Qualified Olympic Swim Athletes
in Athens 2004 and Beijing 2008?"
Dr. Michiel Bloem, WEB Performance, The Netherlands, and Dr. Arnoud Vermei, WEB Performance Consultancy, The Netherlands

Have you ever dreamt of participating as athlete in the Olympic Games? And, did you succeed?

Well, Bloem and Vermei didn't succeed as athletes, but as WEB Performance Consultants, they created their own new opportunity as performance professionals called TopSwimming Amsterdam. The concept and initiative, developed in 2000 and implemented in 2001, was launched to "close the gap" for athletes to be able to perform at the highest Olympic swim level. Steps for success included: 1) applying performance technology concepts to the world of elite sports, 2) marrying business performance experiences with physical and mental research, and 3) shaping a performance environment driven by ambition and with a structural shortage of funding.

RESULT: Four Olympic swim athletes present in the Olympics in Athens 2004 and three Olympic medals.

In this session, Bloem and Vermei share their experiences in this exciting journey, as well as their 2006 Olympic Winter Games experiences. This presentation offers you the opportunity to learn how common (and less common) performance improvement concepts prove their value in unusual territories. In addition, it will inspire you to think about your "Olympic Dream" from Athens to Beijing (2008).

Six Sigma in a "Flattened" World:
A Culturally Sensitive Change Process
Dr. Ruhe Hao, CPT, Senior Vice President, Bank of America, Certified Six Sigma Black belt

The world is flat (T. Friedman)--leveling, homogenizing, and broadening the corporate operational scope and introducing change into culturally diverse corporate segments. To meet the challenge of recognizing culturally unique responses to change, an effective and efficient change process that is culturally sensitive is required. This panel presentation provides an overview of Six Sigma as a culturally-adaptive performance technology tool and presents insights into its application in the change process beyond U.S. borders.

• Customer focus: The customer as viewed in a different culture. The impact of culture on the data collection process. The role of culture in data interpretation.

• Process optimization: Identification of the culturally important factors that have the greatest impact on output. Making decisions based on objectivity rather than culturally biased perceptions.

• Communication: Achieving understanding in an environment of different styles, thought processes, and cultural diversity.

Audience participation is welcomed.

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Each year, based on evaluation data provided by attendees at the preceding Annual Conference, ISPI selects the highest ranked sessions and invites these presenters to deliver their sessions again as Encore Presentations.

• 2007 Encore Presentations

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