Workshops

Friday, April 4 & Saturday, April 5

Whether you are new to the field or looking to enhance your skills, ISPI's two-, one-, and half-day workshops will advance your professional know-how and knowledge in a specific topic area. As a workshop participant, you have the option of registering for individual workshops or participating in ISPI's Certificate Program. Limited in size and facilitated by experts, our workshops provide the tips, tools, and techniques necessary to remain a top performer in your field. *Satisfaction Guarantee: If you are not completely satisfied with your workshop, ISPI will refund your workshop registration fee.

Workshop registration fees are separate
from the conference registration fee.

Two Day & CPT Certification Workshops
Friday, April 4 & Saturday, April 5
8:30 am - 5:00 pm

One Day Workshops
Friday, April 4 & Saturday, April 5
8:30 am - 5:00 pm

Half Day Workshop
Saturday, April 5
8:30 am - 12:30 pm & 1:00 pm - 5:00 pm

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The workshop registration fees are not included in the conference registration fee. Please see Registration & Fees for details.

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TWO-DAY WORKSHOPS
Friday, April 4 & Saturday, April 5
8:30 am - 5:00 pm

Achieving Business Alignment
Jack J. Phillips, PhD, Chairman, The ROI Institute, Inc.
info@roiinstitute.net
WORKSHOP CODE: WBA
Room: Chelsea, 7th Floor

Achieving business alignment with projects and programs is essential for analysts, designers, developers, and managers. This workshop explores the three phases where alignment is achieved, sustained, and validated. First, learn to achieve alignment from the beginning, ensuring the solution is connected to proper business measures. Next, using impact objectives, sustain alignment throughout the process. Finally, validate alignment when the program’s business measures have been influenced with a technique to isolate the program’s impact.

Participants will be able to:

• Describe the linkage between assessment and follow-up evaluation.
• Identify the specific techniques to conduct a front-end analysis to achieve business alignment at the beginning of the project (knowledge).
• Develop objectives at multiple levels including impact and return on investment (application).
• Isolate the effects of the program on the business measure (application).
• Implement the business alignment concept in the organization (application).

Certificate: Organizational Alignment
Level: All

Managing Change for Results: A Systemic Approach
Donald Tosti, CPT, PhD, Managing Partner, Vanguard Consulting
change111@aol.com
WORKSHOP CODE: WBB
Room: Empire, 7th Floor

Follow-up studies indicate that most organizational change initiatives do not work. Most people with experience in organizational change would agree that a great many initiatives have little long-lasting impact. At the beginning of a change effort, there is often an immediate positive effect. People begin to do things differently and there may be considerable enthusiasm (though often tempered by a certain amount of skepticism). A check of the organization a year later, however, may find little evidence of the change remaining. This phenomenon has given rise to the term "flavor of the month" that people sometimes use to dismiss a change effort. Some change efforts do, however, have powerful and long-lasting effects on the organization. This course examines the critical factors that contribute to their success.

Participates will be able to:

• Conduct a system-centered analysis for change opportunities.
• Plan the change effort.
• Create a clear and compelling purpose for change.
• Regulate and maintain the change.
• Communicate the change.
• Ensure the change will mesh with the rest of the organization.
• Do an evaluation: How will we know we are successful?

Certificate: Management of Organizational Performance
Level: All

Measuring the Return on Investment: A Skill-Building Workshop
Patti Phillips, CPT, PhD, President & CEO, ROI Institute, Inc.
info@roiinstitute.net
WORKSHOP CODE: WBC
Room: Hudson, 7th Floor

"Who is going to support a learning or performance improvement program that cannot prove itself? Executives demand bottom-line results from all areas of their operations, including learning, development, and performance improvement."

Integrating the latest trends, participants quickly see the advantage of the return on investment process as six types of data are collected and analyzed, representing both qualitative and quantitative data, developed from a variety of sources.

Participants will be able to:

• Calculate the ROI.
• Identify and analyze intangibles.
• Present results to senior management.
• Develop an evaluation plan for a specific program in the organization.
• Improve the satisfaction of stakeholders.

Certificate: Analysis, Evaluation, & Measurement
Level: All

SDI Qualification Workshop
Tim Scudder, CEO, Personal Strengths North America, LLC
tim@pspna.com
WORKSHOP CODE: WBD
Room: Columbia, 7th Floor

At the conclusion of the workshop, attendees will be qualified to facilitate the Strength Deployment Inventory (SDI), a valid and reliable self-discovery tool based on Relationship Awareness Theory. Facilitators, coaches, and performance technologists can integrate these tools into their own applications such as leadership development, team building, and communication. The tool helps to build better relationships and identify and manage conflict more effectively. It is used globally in practically every industry.

Participants will be able to:

• Integrate the Strength Deployment Inventory and other tools into their own training and performance improvement work.
• Train others in conflict management approaches that can reduce the organizational cost of conflict.
• Fully explain the four premises of Relationship Awareness Theory and how they relate to performance improvement.
• Train others to give positive, meaningful feedback based on personal strengths.
• Apply at least 10 participatory exercises from the Strength Deployment Inventory Facilitation Guide and other materials provided at the workshop.

Certificate: Management of Organizational Performance
Level: All

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ONE-DAY WORKSHOPS
Friday, April 4
8:30 am - 5:00 pm

Avoiding the Outsourcing Trap: Leading HR to Operational Excellence
Christian Völkl, CPT, Head of Advisory Services, E&E information consultants AG, and Holger Ness, Senior Consultant, Primondo Management Service GmbH
Christian.voelkl@ee-consultants.de
WORKSHOP CODE: WFA
Room: Olmstead, 7th Floor

HR professionals have been told over and over again to act more like business partners, to be more strategic, and to add more value to the company. Those HR functions that do not live up to the challenge easily become irrelevant. In the end, many of them just get outsourced. Alternatives do exist though. This workshop will follow the case of Primondo Management Services, which successfully established itself as a valued enabler for the business by providing first-class HR services to its large constituency of retail brands.

Participants will familiarize themselves with all critical elements of a full-scope HR transformation, and will use a variety of templates and tools in this workshop.

Participants will be able to:

• Describe intangible HR services as marketable product offerings.
• Design an organizational structure that is optimized for speed, flexibility, and clarity in accountability.
• Discuss the major components of a service-oriented HR IT infrastructure.
• Create targeted change management interventions supporting an HR transformation.
• Apply the lessons learned of a benchmark leader to their own organizational context.

Certificate: Management of Organizational Performance
Level: Intermediate

Constructing Level Two Evaluation and Certification Systems: Technical and Legal Guidelines
Sharon Shrock, PhD, and William Coscarelli, PhD, Professors,
Southern Illinois University
coscarel@siu.edu
WORKSHOP CODE: WFB
Room: O'Neill, 4th Floor

Improving human performance requires that performance be measured. In response to demand from customers, certification of competence to provide a service or to use or maintain a product is increasingly a norm. Performance Technologists can add testing expertise to the value they offer their organizations, even if they have no formal prior training in measurement. This workshop provides an overview of current practice in creating and documenting practical and defensible performance assessments.

Participants will be able to:

• Determine when to use criterion-referenced tests and when to use norm-referenced tests.
• Define the 14 steps to follow to create a professionally and legally defensible test for Level Two assessment or certification.
• Create technically correct and job related multiple-choice items.
• Develop objective tests to measure performance while balancing the legal rights of test takers with special needs.
• Create reliable performance tests that measure skills while demonstrating "job relatedness" in the legal context.
• Determine test length.
• Determine defensible mastery levels (cut scores).
• Describe defensible procedures for establishing reliability and validity.
• Identify the critical steps to developing legally supportable certification tools and test instruments.
• Develop a specific plan for documenting their work to minimize legal risks.

Certificate: Analysis, Evaluation, & Measurement
Level: All

Change, Choices, and Consequences: How to Define, Justify,
and Achieve Measurable Success
Roger Kaufman, CPT, PhD, Distinguished Research Professor, Sonora Institute of Technology, and Professor Emeritus, Florida State University
rkaufman@nettally.com
WORKSHOP CODE: WFC
Room: Herald, 7th Floor

Earn 1 Graduate Credit through Excelsior College - Learn More...

This interactive research-based workshop goes beyond the conventional understandings and methods of performance improvement because conventional approaches, based on research, will get negative or unworthy results. They simply ask the wrong questions. This approach defines change, choices, consequences, and related concepts and tools and links them to define and deliver internal and external value added. It is not for those who simply want to be more efficient in what they already do and are not open to a different approach.

Participants will be able to:

• Relate change, choices, and consequences to make value-added decisions.
• Ask and correctly answer the basic questions for organizational and individual performance improvement for which research-based knowledge and know-how will collect valid data to justify what performance improvement approaches will add value.
• Correctly identify the differences and relationships among strategic thinking and planning, needs assessment, needs analysis, "training needs assessment," evaluation, and continual improvement and identify how they relate and how to relate them.
• Identify how this approach has measurable value as compared to conventional approaches.
• Be able to successfully explain how this approach will work even when others are doing different approaches.

Certificate: Analysis, Evaluation, & Measurement
Level: Intermediate

How to Make It Big as a Performance Consultant
Richard F. Gerson, CPT, PhD, President/CEO, Gerson Goodson, Inc.
richard.gerson@richgerson.com
WORKSHOP CODE: WFD
Room: Gramercy, 7th Floor

If you are not earning at least $150,000 to $200,000 a year as a performance consultant, then this workshop is for you. While the ranks of performance consultants are continuing to grow, the majority of these professionals are not earning the larger consulting fees of other management consultants. This is usually a function of the technical expertise of performance consultants, who are more comfortable with their models and theories than they are with marketing and selling their services. Performance consultants are a special breed of management consultants and, as such, should be reaping the rewards of the results they produce. Unfortunately, they are not doing so at this time. This workshop will teach performance consultants how to market and sell their services, how to promote themselves to build a personal brand, how to price their services so they are paid what they are worth, and how to maintain the integrity of their performance consulting while "doing well by doing good."

Participants will be able to:

• Describe the elements of a performance consulting marketing plan.
• Describe the M.I.D.A.S. approach to promoting their performance consulting business.
• Identify the components of a public relations campaign for their performance consulting business.
• Price the services they provide to maximize revenue.
• Describe the components of a winning performance consulting proposal.
• Identify the role emotions play in selling their services.
• Create a plan for the practical application of performance improvement consulting services that focuses on achievable results rather than theories, models, and interventions.

Track: The Business of HPT
Level: All

A Manager’s Guide to Improve Workplace Performance
Roger Chevalier, CPT, PhD, President, Improving Workplace Performance
rdc@sonic.net
WORKSHOP CODE: WFE
Room: Soho, 7th Floor

Is it time that your organization delivered performance improvement techniques to your line managers and supervisors? This workshop presents state-of-the-art information on performance coaching, leadership, and performance technology for use by managers and supervisors as they work to improve workplace performance. The workshop is based on four sessions presented at past ISPI conferences and is the subject of a book by Chevalier entitled A Manager’s Guide to Improving Workplace Performance, selected for an ISPI 2008 Award of Excellence.

Participants will be able to:

• Understand the performance coaching process and use Situational Leadership® and the Performance Coaching Guide to develop their people.
• Identify performance gaps as the difference between the present and desired level of performance.
• Identify the causes for performance gaps and select appropriate solutions to eliminate performance gaps.
• Implement the needed changes and evaluate the results.
• Decide if it is time to bring performance improvement techniques to their line managers and supervisors.

Certificate: Management of Organizational Performance
Level: All

Practical Tactics that Improve the "Design" in Instructional Design
Gary DePaul, CPT, PhD, Senior Manager, Ceridian Benefits Services
gary_depaul@yahoo.com
WORKSHOP CODE: WFF
Room: Gotham, 7th Floor

If you are a new Instructional Designer or an experienced designer looking for additional design tactics, this workshop is for you! Over the past nine years, Gary DePaul has created tactics to help professionals with the Design Phase of instructional systems design. During this practical, hands-on workshop, you will experience tactics to strengthen your designs, which can ultimately improve the quality of your learning deliverables. Takeaways include a CD of templates and job aids.

Benefits include:

• Provide additional structure for your designs.
• Improve the quality of your designs so that the development process becomes easier and with less issues for developers.

Participants will be able to:

• Deliver effective designs using high-level and detailed design templates.
• Apply cognitive strategies and learning techniques to address gaps in knowledge and skills.
• Manage projects using design work plans and an intervention estimator tool.
• Create an effective formative evaluation plan to strengthen an intervention.

Certificate: Instructional Systems
Level: Beginning

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ONE-DAY WORKSHOPS
Saturday, April 5
8:30 am - 5:00 pm

Driving and Measuring Individual and Business Performance Results from Training: The High-Impact Learning Approach
Robert O. Brinkerhoff, Senior Consultant, and Tim Mooney, High Impact Learning Practice Leader, Advantage Performance Group
robert.brinkerhoff@wmich.edu
WORKSHOP CODE: WSA
Room: Belasco, 5th Floor

How do you ensure that training investments achieve consistent--and measurable--performance and business improvement results? This dynamic and hands-on training workshop will introduce participants to the research-based and proven "High Impact Learning" framework and give them practice with the methods and tools that a number of companies worldwide have adopted to:

• Transition training departments to a business-linked, consultative approach versus an "order- taking," training delivery function.
• "Partner" with internal customers to identify strategic needs and plan effective training interventions that are tightly linked to and driven by important business goals--and integrated with performance improvement systems.
• Increase the return on investment and sensibly evaluate the impact of training investment on key business goals and metrics.

Participants will be able to:

• Practice and apply (in a business case simulation) the key principles of the high-impact approach.
• Learn and apply the key steps partnering with line managers to surface and link critical business, work unit, and individual performance improvement goals to learning programs.
• Understand and practice using an impact mapping tool to link learning needs and performance objectives to business goals.
• Understand and apply the principles of the Success Case Method for practically and credibly evaluating the business impact of learning intervention.
• Take home examples of the high-impact approach they can use with their training and performance improvement clients.

Track: Analysis, Evaluation, & Measurement
Level: Intermediate/Advance

Faster, Cheaper, Better: An Alternative Approach
to Instructional Design
Sivasailam Thiagarajan, CPT, PhD, RMS, The Thiagi Group, and Tracy Tagliati, Mercury Insurance
thiagi@thiagi.com
WORKSHOP CODE: WSB
Room: Juilliard, 5th Floor

Ten years ago, Thiagi stopped using his grandparents’ instructional-design model and came up with a continuous, concurrent, creative, co-design approach. Thiagi’s associates and hundreds of trainees around the world have used this approach to design corporate training materials faster, cheaper, and better. In this walk-the-talk workshop learn when, why, and how to apply principles from chaos, creativity, and self-organizing complex systems to develop instruction for the next generation.

Participants will be able to:

• Apply the CCCC (concurrent, continuous, creative, co-design) approach to rapidly design their training package with greater motivational and instructional impact.
• Apply proven principles from a variety of disciplines to the design of high-quality, accomplishment-based training materials and methods.
• Use a variety of templates to structure content and to design appropriate learning activities.
• Redefine the role of learners and participants to require and reward greater participation in the learning process.
• Rapidly design training packages by ignoring, combining, re-sequencing, and accelerating the traditional steps of the process.

Certificate: Instructional System
Level: All

Matrix Management: Key Management Practices for Maximizing Cross-Functional Cooperation
William R. Daniels, CEO, American Consulting & Training, Inc.
bd@actproductive.com
WORKSHOP CODE: WSC
Room: O'Neill, 4th Floor

Managing in a matrix structure is key to getting organizations focused, flexible, and fast. Few managers are good at it; that is why we have a worldwide productivity and leadership crisis. Come experience this challenging one-day workshop and simulation that is being used by Fortune 500 companies all over the world to address the problem. The workshop designer and leader is one of ISPI's most honored members and a well-known facilitator of remarkable learning experiences.

Participants will be able to:

• Identify the four, unique and inherently competitive demands on organizational resources that necessitate matrix structure and management: diversity of technologies, products, customers, and geography.
• Set and align goals, objectives, and priorities for matrix operations.
• Design the meetings that actually comprise matrix structure.
• Invent the processes and procedures that support parallel/integrated processing.
• Facilitate management teams' problem solving, decision making, and decision implementation.

Track: Management of Organizational Performance
Level: All

Six Disciplines that Turn Training and Development into Business Results
Cal Wick, Founder & CEO, and Roy Pollock, CLO, Fort Hill Company
wick@forthillcompany.com
WORKSHOP CODE: WSD
Room: Broadhurst, 5th Floor

Learning improves performance only when it is transferred and applied in the workplace. Based on six years of research and the highly acclaimed book, The Six Disciplines of Breakthrough Learning, this interactive workshop will equip you with systemic processes, frameworks, tools, know how, and best practices. You will leave prepared to take action that will improve learning transfer and optimize the results of your most important learning initiatives, supported by cutting-edge follow-through technology.

Participants will be able to:

• Improve performance by accelerating the transfer and application of learning to work.
• Identify the greatest opportunities (low-hanging fruit) to increase the impact of their programs.
• Employ six research-based disciplines to reliably turn training into improved workplace results.
• Effectively use tools and processes provided during the workshop.
• Use a cutting-edge web-based follow-through system after the workshop to gain first-hand experience in follow-through management and maximize the workshop's value.

Track: Instructional Systems
Level: All

The Six Boxes™ Model: A Fast On-ramp to HPT
Carl Binder, CPT, PhD, Senior Partner, Binder Riha Associates
WORKSHOP CODE: WSE
Room: Booth, 5th Floor

The simplicity and plain language of The Six Boxes™ Model can drive rapid communication and implementation of HPT across all organizational levels, in diverse cultures, to address performance challenges great and small. This workshop teaches Six Boxes™ "performance thinking" applied to organizational alignment, needs analysis, best practices strategies, implementation planning, leadership, and organizational development. The workshop introduces practical tools and templates plus exercises to ensure that participants can use the model immediately.

Participants will be able to:

• Communicate in clear, plain language with everyone about causes of deficient and exemplary performance.
• Gain alignment with respect to performance objectives and means of achieving them.
• Obtain and analyze information for needs analyses, best practices studies, performance design, implementation planning, process improvement, and training support.
• Improve performance systems or interventions and optimize cost-effectiveness and employee engagement by ensuring that components work together synergistically.
• Spread fundamental HPT and "performance thinking" across diverse organizations and cultures.

Track: Analysis, Evaluation, & Measurement
Level: All

Three Keys to Successful e-Learning Implementation: Engaged Learners, Motivated Managers, and Energized Organizations
Lance Dublin, Chief Solution Architect, Dublin Consulting
ldublin@pacbell.net
WORKSHOP CODE: WSF
Room: Imperial, 5th Floor

Making your e-learning successful requires more than just having the right content, great design, and effective technology. It requires a well-thought-out implementation strategy to ensure your learners are engaged, your managers are motivated, your organization is energized. By integrating proven techniques and approaches from change management, consumer marketing, and organizational development, you can ensure your learners, and the people who support them, are truly ready, willing, and able to succeed with your e-learning.

Participants will be able to:

• Analyze the critical implementation issues for their organization.
• Define the elements of an effective change communications model.
• Develop an integrated approach to their implementation based on the change communications model.
• Apply proven change management techniques and consumer marketing methods in their implementation plan.

Track: Management of Organizational Performance
Level: All

Strategically Negotiating Your Way to the Executive Table
John G. Shulman, JD, President and CEO, Alignor
jshulman@alignor.com
WORKSHOP CODE: WSG
Room: Gotham, 7th Floor

HRD professionals require strong negotiation skills to ensure that their unique expertise is leveraged more effectively. This workshop, led by a leading expert in negotiation, will share how training professionals can become highly regarded partners of senior leadership and foster full engagement and buy-in from learners to vice presidents. By aligning training initiatives with business objectives and assessing progress ongoing, the training department can improve employee performance and become a strategic partner in effecting change.

Participants will be able to:

• Apply a proven negotiation strategy to analyze and address stakeholder interests for HRD interventions.
• Align HRD plans and workforce requirements with strategic business objectives.
• Partner effectively with senior leaders, demanding learners, and outside experts for optimal results.
• Use case study analysis and other evaluation strategies to measure and document value.
• Promote training and performance support solutions as business processes to support strategic organizational goals.

Certificate: The Business of HPT
Level: All

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HALF-DAY WORKSHOPS
Saturday, April 5
8:30 am - 12:30 pm

Financial Statement Analysis for the HPT Practitioner
Alan P. Witucki, PhD
awitucki@hotmail.com
WORKSHOP CODE: WSH
Room: Alvin, 5th Floor

Finance and accounting are rapidly becoming essential skills for HPT practitioners. Financial statement analysis skills can be used to evaluate gaps in performance in a needs assessment and can provide key metrics for evaluating the effectiveness of interventions that have been implemented. In addition, HPT practitioners in the consulting field need these tools to evaluate their own firm’s financial strength, as well as that of other firms.

Participants will be able to:

• Understand basic accounting concepts, principles, and assumptions.
• Understand and be able to identify the basic financial statements and their components.
• Calculate key financial ratios highlighting the essential financial resources and activities of a firm and may use their own firm’s financial data for these analyses.
• Calculate the break-even point and understand its use and significance.
• Calculate new present value to evaluate investment alternatives.

Track: The Business of HPT
Level: All

Using Action Plans to Align Performance with Desired Results
Holly Burkett, CPT, MA, SPHR, Principal, Evaluation Works
burketth@earthlink.net
WORKSHOP CODE: WSI
Room: Carnegie, 5th Floor

Action planning is a powerful and flexible method for managing and measuring the performance objectives of an HPT solution and for ensuring that objectives are effectively aligned with desired results. This experiential session will show how the action planning process can be used to close performance gaps and link business needs, on-the-job performance goals, and business impact measures. Practical job aids, case study examples, skill practice scenarios, and proven implementation tools will be provided.

Participants will be able to:

• Define criteria for the use of action planning as an HPT strategy.
• Design a systematic, credible action planning process using the sequence of activities provided.
• Analyze action plan data to measure financial and non-financial success indicators of a solution’s value.
• Identify implementation issues in aligning action planning processes with organizational culture.

Track: Analysis, Evaluation, & Measurement
Level: Intermediate
 

HALF-DAY WORKSHOP
Saturday, April 5
1:00 - 5:00 pm

Meaningful Coaching: Focusing on Values and Managing Conflict
Tina Mertel, MA, ACC, Account Executive and Master Facilitator, Personal Strengths North America, LLC
tina@pspna.com
WORKSHOP CODE: WSJ
Room: Alvin, 5th Floor

Those who coach others either formally or informally will find value from this workshop. We'll look at how our own way of seeing things may get in our way as being an effective coach. This experiential session will look at bringing attention to our client's values, which in turn brings about a deeper commitment to actions, and strengthens our coaching relationship. Participant will be provided several job aids and time for skill practice.

Participants will be able to:

• Learn where your gap is in the coaching process.
• Describe a model for diagnosing motivation and personal values.
• Demonstrate "borrowed" behavior in order to coach the client on the same process.
• Identify your own values, and how they may initiate conflict when overdone, as an example of what to use in coaching.

Track: Motivation, Incentives, & Feedback
Level: All

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TWO-DAY CERTIFICATION WORKSHOP
Friday, April 4 & Saturday, April 5
8:30 am - 5:00 pm
Room: Ziegfeld, 4th Floor

CPT Certification Workshop: Preparing for the CPT
Judith A. Hale, CPT, PhD, Director of Certification, ISPI

Whether you work primarily in instructional design, technical documentation, process improvement, or performance consulting, this workshop will show you how the CPT can help you prove that your work adds value to your clients.

During this workshop you will get an overview of the standards on which the Certified Performance Technology (CPT) is based, the certification process, and how the credential came about. As a result, you will gain a deeper understanding of the standards and the criteria for achieving the CPT. You will engage in exercises where you will apply a reviewer's checklist to sample applications. You will see examples of well-documented applications and reviewers' feedback on some that did not meet the standards. You will also use a self-assessment guide to determine your readiness to apply for the certification.

Participants will be able to:

• Understand the value of the CPT certification to them and their organization.
• Better evaluate their work and the work of others.
• Assess their readiness to apply for the CPT designation.
• Develop a plan for their professional growth.

All applications for the CPT designation are subject to the regular peer evaluation process. The CPT application fee is included in the price of the workshop, which is $1,295 for ISPI members and $1,495 for non-members. For more information, contact certification@ispi.org.

Download a Registration Form (PDF)

Register Online -- Online registration is separate from The Performance Improvement Conference.

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To re-certify as a Certified Performance Technologist (CPT), two-day workshops meet the requirements for 12 CPT points, one-day workshops meet the requirements for 6 CPT points, and half-day workshops meet the requirements for 3 CPT points.  For more information on the CPT program, visit www.CertifiedPT.org.

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