Workshops

Friday, April 7 & Saturday, April 8

ISPI's half-, one-, and two-day pre-conference workshops are in-depth classes that encourage you to broaden your knowledge base in a specific topic. Workshops are limited in size, ensuring that you receive individual attention from expert presenters. Upon completion of any one of these workshops, you receive a Certificate of Completion from ISPI. The workshop registration fee is separate from the conference registration fee.

Two Day Workshops
Friday, April 7 to Saturday, April 8
8:30 am - 5:00 pm

One Day Workshops
Friday, April 7 & Saturday, April 8
8:30 am - 5:00 pm

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

   << top >>

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

   << top >>

Earn CPT Points Toward Re-Certification!

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

     << top >>

• Calculate the return on investment.
• 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.

Track: Analysis, Evaluation, & Measurement

Organizational Performance Consulting: 
Leveraging Greater Results with a Different Fulcrum
Don Tosti, CPT, PhD, Managing Partner, Vanguard Consulting Inc., & John Amarant, CPT, Performance Consultant; dont888@aol.com 
Workshop Code: WBB

Organization performance consulting is the application of performance technology that transcends the development of the individual performer to focus on the broader issues at the operational or organizational level, that is, all the areas of the business. It assumes that organizations are human performance systems with a common purpose--to create value for its stakeholders. By analyzing the creation of value with performance tools at this level, we are able to offer new opportunities to solve old problems.

Participants will be able to: 

• Identify and describe the seven phases of the Performance Engineering Model.
• Understand the alignment of the organization--processes, practices, and power--and the kinds of analysis and interventions that are appropriate for each.
• Identify the systems elements at organizational, operational, and job levels and use the organizational probes to troubleshoot the organization at each level of the performance framework for purposes of planning, innovating, or implementing changes.
• Assess one's own practices relevant to becoming an effective organizational performance consultant.
• Work through applications of organizational performance consulting on issues that impact revenue as well as costs.
• Examine how organizational performance can be positioned as a strategic innovation to facilitate the organization's ability to adjust to changes in the organization's business environment.

Track: Management of Organizational Performance

SDI Facilitator Qualification Workshop
Tim Scudder, Chief Executive Officer, Personal Strengths Publishing; tim.scudder@us.personalstrengths.com 
Workshop Code: WBC

At the conclusion of the workshop, attendees will be qualified to facilitate the Strength Deployment Inventory (SDI) and the Feedback and Expectations Editions of the SDI, a valid and reliable suite of self-discovery tools based on Relationship Awareness Theory. Facilitators, coaches, and performance technologists can integrate these tools into their own applications. The tools help to build better relationships and identify and manage conflict more effectively. They are used globally in almost 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 organization's 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. 

CANCELLED - Measuring Human Capital
Dennis Kravetz, President, Kravetz Associates;
dennis@kravetz.com
Workshop Code: WBD

Learn how to use newly developed metrics for measuring human capital in the workplace. Find out how to calculate the dollar value of any competence change in your workforce through the use of a simple equation. Learn how to set up the competency metrics that underlie the equation. Learn how to forecast financials like growth in sales and profits from changes in 80 different people management areas--based on 20 years of research. 

Participants will be able to:

• Utilize new micro and macro measures of human capital in the workplace. 
  Create competency metrics that can be used to calculate the dollar value of any change in competence. 
• Forecast growth in profits and growth in sales from changes in people management practices. 
• See how two equations using only basic math can enable them to calculate the dollar value of many changes in people management not previously possible. 
• See data spanning 20 years establishing the link between people management practices and company financial success. 

Track: Analysis, Evaluation, & Measurement

     << top >>

• Define low-tech solutions and the media and tools used in them.
• Determine when a low-tech solution is appropriate.
• Communicate the advantages of a low-tech solution.
• Develop low-tech solutions with simple, common, and inexpensive tools.

Track: Blended Interventions

Faster, Cheaper, Better: 
Alternative Approaches to Instructional Design
Sivasailam Thiagarajan, CPT, PhD, RMS, Matthew Richter, CPT, Vice President, Raja Thiagarajan, Vice President, & Kat Koppet, Vice President, The Thiagi Group; thiagi@thiagi.com 
Workshop Code: WFB

Ten years ago, Thiagi stopped using his grandparents' instructional design model and came up with a continuous, concurrent, creative, co-design approach. His 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 learner to require and reward greater participation in the learning process. 
• Rapidly design training packages by ignoring, combining, re-sequencing, and accelerating the traditional steps in the process.

Track: Instructional Systems

CANCELLED - High Performance HPTs Build the Foundation 
and Frame Before the Intervention
Margo Murray, CPT, MBA, President & Chief Operating Officer, MMHA The Managers' Mentors, Inc.; margo@mentors-mmha.com 
Workshop Code: WFC

Fad interventions are seductive! Think Zero-Defects, Quality Circles, Total Quality, Six Sigma. High performance HPTs help clients avoid falling for fast fading fads. How? With front-to-back framing of the performance improvement process. Linking an intervention to business results is essential to success and sustainability. Using facilitated mentoring as a model, this workshop provides resources and practice in front end (needs and readiness assessment) and back end (evaluation and continuous improvement) to create sustainable performance improvement (PI) processes. Participants can use this workshop as a clinic to tune up a mentoring process or jump-start any PI intervention.

Participants will be able to:

• Link interventions to organization vision, mission, and goals.
• Perform lean needs or readiness assessment using external and internal environmental scans.
• Create goals for performance improvement.
• Create evaluation plans.
• Learn data-gathering techniques for baseline and post-intervention evaluation.
• Monitor and track for evaluation of impact.

Track: Blended Interventions

How to Make It Big as a Performance Consultant
Richard Gerson, CPT, PhD, President, Gerson Goodson Inc.; getrich@richgerson.com 
Workshop Code: WFD

Two problems confront most performance consultants: how to get a seat at the corporate table and how to get compensated fairly for their consulting services. Another issue is that most performance consultants under price their fees for programs and services. This program will teach performance consultants how to market and sell their services, how to price those services, and how to collect for their work. Additionally, attendees will learn the secrets from top consultants on how to make it big in our field. If you are not making between $150,000 and $200,000 or more as a performance consultant, then you must attend this workshop.

Participants will be able to:

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

Track: Organizational Design/Alignment

How to Place a Value on Human Capital
Jack J. Phillips, PhD, Chairman, The ROI Institute, Inc.; roiresearch@mindspring.com 
Workshop Code: WFE

Placing a value on human capital is a topic that has always been under much debate. How much should you invest in people? How can you put a dollar value on human capital? What human capital metrics are used by best practice organizations? This interactive workshop will answer these questions and address some of the challenges of current human capital metrics and measurement.

Participants will be able to:

• Select the appropriate strategy for setting the level of investment in human capital.
• Learn a variety of ways to place a monetary value on human capital.
• Learn the current human capital metrics being monitored by best practice organizations.

Track: Analysis, Evaluation, & Measurement

Needs Assessment: What It Is, What Approaches You Can Use, 
and How to Get One Done
Roger Kaufman, CPT, PhD, Professor Emeritus, Educational Psychology & Learning Systems, Florida State University, and Director, Roger Kaufman & Associates; rkaufman@nettally.com 
Workshop Code: WFF

This workshop identifies available needs assessment models and what each does, and then provides guides for selecting and implementing a best process to identify and prioritize needs that will be useful to all stakeholders. This process, when done correctly, provides the basic data for "researching the radical" and delivering measurable useful results. Participants will be able to define and achieve useful results and prove it. This is an interactive, hands-on workshop.

Participants will be able to:

• Identify available needs assessment models and frameworks and select which ones will best define the measurable requirements for performance improvement and value added.
• Provide the basic data for "researching the radical" and defining and being able to justify what results should be delivered and what the value-add will be.
• Define and execute the steps and tools so that internal and external clients may identify needs as gaps in results, and place those in priority order based on costs and consequences.
• Identify and select the most effective and efficient HPT methods and tools based on solid needs assessment data.
• Provide the evaluation criteria and methods for determining actual value-added and be able to revise as required.

Track: Analysis, Evaluation, & Measurement

The Right Tools for the Job
Jim Fuller, CPT, Vice President-Advisory Services, & Jim Hill, CPT, PhD, President, Proofpoint Systems; jim.fuller@proofpoint.net 
Workshop Code: WFG

Performance improvement professionals have traditionally assembled a collection of tools to help increase their productivity. Paper-based and disjointed, the tools have typically offered minimal assistance with managing projects and analyzing performance barriers. During this workshop, you'll have the opportunity to use a fully integrated set of software management and analysis tools to solve a complex performance problem in a single day. This will be a full day of hands-on activities. Participants must bring a network-capable laptop PC.

Participants will be able to: 

• Use cutting-edge tools to increase accuracy and speed of performance analysis.
• Increase executive support of performance improvement projects.
• Determine the ROI of performance solutions before implementation.
• Effectively manage a portfolio of projects in different stages of completion.

Track: Analysis, Evaluation, & Measurement

Using an HPT Model to Become Management's Strategic Partner
Danny Langdon, President, & Kathleen Whiteside, Founding Partner, Performance International; danny@performanceinternational.com 
Workshop Code: WFH

Perhaps the single task that most plagues HPT professionals is how to become our clients' ongoing partner. They ignore us, criticize us, outplace us, and so forth. How do we change that? How do we become the strategic partner who is part of their daily operations? This workshop provides the answer to these questions in an operational, rather than a programmatic, sense. Become management's strategic partner through a nine-step, systematic, performance-oriented process that will get you performance gap data continuously, allowing you to initiate HPT solutions that improve performance--and finally be management's strategic partner.

Participants will be able to: 

• Identify the obstacles for HPT professionals to being viewed as management's strategic partner. 
• Identify what drives managers; link our technology with those drivers in order to be true partners. 
• Identify a nine-step process for helping managers organize and dramatically improve their departments. 
• Develop an integrated HPT system that meets business operations needs, thus becoming management's strategic partner.

Track: Management of Organizational Performance

     << top >>

• Define "authentic activity."
• Distinguish between authentic and non-authentic activities.
• Apply a strategy for discovering and capturing authentic activities.
• Link the instructional strategies of situated cognition, cognitive apprenticeship, goal-based scenarios, and emergent learning with specific instructional conditions and outcomes.
• Storyboard an instructional module that incorporates authentic activities and authentic evaluations.

Track: Instructional Systems

Communication Clues & Cues for Rave Reviews: 
Thinking on Your Feet in the C-Suite
Dianna Booher, President & CEO, Booher Consultants; dianna_booher@booher.com 
Workshop Code: WSB

Want to create a climate of trust and loyalty among co-workers and your internal clients? Using analogies and clips from popular movies, the presenter shares guidelines for communicating across functional lines and outbound to co-workers and customers to stay competitive in our global economy. The principles provide 10 strategies for communicating clear messages, increasing personal credibility, adding authority, and building stronger relationships.

Participants will be able to: 

• Improve clarity when communicating routine messages and information.
• Encourage an information-sharing attitude to ensure complete, reliable, and timely communication across department lines.
• Lead by managing information flow.
• Build loyalty with those they serve by providing quality service to internal clients.
• Evaluate both the style and substance of personal communication in feedback sessions, team meetings, and client interactions.

Track: Organizational Design/Alignment

Connecting Human Performance Improvement Interventions to Business Goals and Metrics: Partnering to Achieve 
Bottom-line Results
Tim Mooney & Alan Meeker, Advantage Performance Group;
tmooney@advantageperformance.com
Workshop Code: WSC

To achieve substantial business impact, performance improvement interventions must be tightly connected to highest priority business needs and goals. In this workshop, which uses a series of hands-on work examples, skill practices, and case studies, you will learn a practical process for connecting performance improvement and training initiatives directly to business strategy, goals, and metrics. This organizational development and needs analysis process will enable you to partner with your performance improvement and training customers to: 

• Clarify the top business goals and priorities.
• Identify measurable performance improvement objectives.
• Define competency development needs.
• Demonstrate the potential return-on-investment of selected interventions.

Participants will be able to: 

• Know the key elements of how to "connect" initiatives to business needs. 
• Learn how to partner with managers to implement initiatives that have their support. 
• Learn how to create a powerful tool called an impact map. 
• Understand the role measurement can play in demonstrating how a partnership with line management pays off in improved business results.

Track: Analysis, Evaluation, & Measurement

Efficiency in Learning: Applying Cognitive Load Theory 
for Faster, Better Learning
Ruth Colvin Clark, EdD, President, Clark Training & Consulting, & Frank Nguyen, e-Learning Technology Manager, Intel/Arizona State University; Ruth@clarktraining.com 
Workshop Code: WSD

In this workshop, participants will learn evidence-based methods to make their instructional environments more efficient. Based on their latest book written with instructional scientist Dr. John Sweller, the presenters will show you how to apply 25 years of research on cognitive load theory to your instructional environments. Whether you are designing classroom, asynchronous, or synchronous e-learning training materials, you will apply the psychology, the techniques, and the evidence behind cognitive load theory proven to result in faster learning, better learning, or both!

Participants will be able to:

• Determine instructional efficiency by calculating and graphing the efficiency metric for sample training materials.
• Distinguish between extraneous, intrinsic, and germane sources of cognitive load.
• Experience their own working memory limits, which are the basis for cognitive load theory.
• Apply the psychology and evidence behind the following principles proven to minimize extraneous sources of cognitive load:
  • Visual representations 
  • Modality
  • Split attention
  • Redundancy
  • Faded worked examples
• Apply the psychology and evidence behind the following principle proven to maximize germane sources of cognitive load:
  • Exploiting worked examples

Track: Instructional Systems

First Things Fast: Strategies to Move 
from Analysis to Solution Systems
Allison Rossett, CPT, EdD, Professor, San Diego State University; arossett@mail.sdsu.edu 
Workshop Code: WSE

Now is the time to temper enthusiasm about workplace training with skepticism about whether training alone delivers the goods. What to do? We must build programs based on analysis, tailor solutions to our circumstances, and commit to an irreverent and consultative approach to our customers and the work. In our day together, we will answer the following questions: What is performance analysis? Why is consultation at the heart of the mix? What sources are appropriate? What questions will shed light on both causes and solutions? What roles might technology play? How do we do it in ways that avoid analysis-paralysis? And where do these programs go awry? For typical challenges, such as technology rollouts, compliance, and messed-up performance appraisals, we will work on doing analysis fast and well.

Participants will be able to:

• Describe what performance analysis is and how the process and results can contribute to the individual and organizational mission. 
• Use a conceptual model, one that is based on the quest for information about optimals, actuals, and causes to plan, structure, and carry out needs studies for typical requests for assistance. 
• Describe when to use interviews, surveys, observations, groups, and work product examination for analysis. 
• Use results to frame both appropriate training and non-training solutions. 
• Describe the attributes of effective reporting and critique an array of reports and summaries. 
• Counter objections to analysis from others and figure out ways of doing it better and faster.

Track: Analysis, Evaluation, & Measurement

HPT: An Orientation for Human Resources
Brian Desautels, CPT, President, & Jane Brenneman, SPHR, Director Partner Resources, JB2D Performance Inc.; HPT4HR@jb2dperformance.com 
Workshop Code: WSF

This workshop provides attendees with an orientation of HPT, and how it can be used as the overall strategic methodology for the HR professional and HR function. You will be introduced to, and utilize, the HPT concepts and methodologies to uncover performance opportunities and identify solutions targeted toward organizational success factors. Practical application of the HPT concepts will be provided through case studies familiar to HR. You will use HPT to create systemic solutions for the deeper and broader organizational issues that show up as symptoms, such as employee lawsuits, high attrition, poor talent utilization, and low employee engagement. The workshop is designed for HR professionals who are the corporate owners of the HR department or functional areas such as job design, staffing, compensation and incentive plans, reward and recognition systems, training and development, and "employer-of-choice" initiatives and who seek to learn about HPT; as well as for knowledgeable HPT practitioners who seek to partner better with HR.

Participants will be able to: 

• Analyze work deliverables to determine opportunities to optimize the Total Human Resources System.
• Analyze systemic performance gaps and identify systemic root causes. 
• Identify, prioritize, and customize worthwhile solutions that positively impact the Total Human Resources System. 

Interactive Lectures: Power Up Your Lectures 
with Interactive Lectures
Sivasailam Thiagarajan, CPT, PhD, RMS, Matthew Richter, CPT, Vice President, Raja Thiagarajan, Vice President, & Kat Koppet, Vice President, The Thiagi Group; thiagi@thiagi.com 
Workshop Code: WSG

Typical lectures provide structure and efficiency, but lack interactivity. Interactive lectures retain the advantages of lectures and increase the interest level and interaction. Twenty years after the publication of the first article on this topic, Thiagi and his colleagues have accumulated performance-based guidelines for the effective design and use of this strategy. In this workshop, learn to rapidly design and deliver 30 types of interactive lectures to increase your instructional and motivational effectiveness.

Participants will be able to:

• Select the most appropriate instructional lecture format (from a collection of 30 formats) suited for your training objectives, participant characteristics, and local constraints.
• Design interactive lectures using each of these seven approaches:
  • Active Review and Summary
  • Interspersed Task
  • Integrated Quiz
  • Assessment-Based Learning
  • Participant Control
  • Teamwork
  • Debriefing
• Deliver interactive lectures in a "sage-by-the-side" mode by appropriately alternating between presentation and facilitation behaviors.
• Justify the use of interactive lectures by relating them to 14 empirical laws of learning.

Track: Instructional Systems

Six Boxes™ Workshop for Performance Consultants
Carl Binder, CPT, PhD, Senior Partner, Binder Riha Associates; carlbinder@aol.com 
Workshop Code: WSH

This workshop introduces a plain English model of behavior influence called The Six Boxes™, derived from Tom Gilbert's Behavior Engineering Model. This incredibly powerful framework is conceptually simple, yet can drive a range of performance improvement processes, including organizational alignment, diagnostic needs analysis and new performance planning, best practices studies, implementation planning, as well as management training, and career development. The workshop provides practical tools and templates plus exercises to ensure that participants will be able to use the model in these ways.

Participants will be able to:

• Communicate in clear, plain English with managers and individual employees about causes of deficient and exemplary performance. 
• Gain alignment with managers and teams about how to address performance problems and how to leverage performance strengths. 
• Obtain and analyze information for diagnostic needs analyses; best practices studies; new performance planning;, or implementation planning for new programs, systems, or initiatives. 
• Configure or improve performance systems or interventions taking the whole picture into account, optimizing cost-effectiveness by ensuring that components work together synergistically. 
• Suggest means of improving performance management practices or environments that currently raise motivational conflicts or obstacles for employees.

Track: Analysis, Evaluation, & Measurement

CANCELLED - Measurement and Evaluation 
William Lee, American Heart Association; wwlee-etc@sbcglobal.net 
Workshop Code: WSI

This workshop provides participants with skills and tools to conduct effective evaluations of training and performance technology solutions. The four levels of evaluation are linked into a hierarchy. Participants work in groups and individually on a series of eight activities throughout the day that map the links and demonstrate that highly effective evaluations can be conducted with very little statistical background. Bring a calculator!

Participants will be able to: 

• Use skills from the workshop to conduct sound evaluations.
• Use tools presented in the workshop to conduct sound evaluations.
• Use the skills from the workshop to link the four levels of evaluation to eliminate gaps in evaluation projects.
• Use the knowledge from the workshop to consider legal and ethical issues involved in evaluation.

Track: Analysis, Evaluation, & Measurement

CANCELLED - Performance Mapping Program
Paul Staples, CPT, PhD, Principal Consultant, & Nancy Green, CPT, Principal Consultant, Iinteg Inc.; pstaples@iinteg.com 
Workshop Code: WSJ

When your organization announces its yearly business goals, do employees' day-to-day tasks change to ensure that those goals are met? Does each employee understand how he or she contributes? Do your managers effectively implement the executive committee's vision? Learn how to align daily tasks to support corporate goals through performance mapping in this hands-on workshop. You will learn to use the methodology that was awarded a 2002 ISPI Award of Excellence while creating your organization's performance map.

Participants will be able to: 

• Explain performance mapping concepts to strategic and operational colleagues who are involved in developing a performance map.
• Develop information that is appropriate for each level of the performance map, including business results, accountable jobs, accomplishments, contributing jobs, and tasks.
• Obtain buy-in and support for performance mapping by articulating the concepts and benefits to both supporters and objectors within your organization.
• Develop a performance map for their own organization.

Track: Organizational Design/Alignment

Total Quality for the Performance Technologist
Dave Guerra, President & CEO, and Matthew Marion, Corpus Optima, Inc.; daveguerra@sbcglobal.net 
Workshop Code: WSK

Companies have implemented Lean, Six Sigma, TQM, and other programs on the promise of greater profits and better products, but have fallen short of the promised results. This workshop will demonstrate how it is only when these quality programs are properly combined with equivalent cultural strategies does transformed quality actually emerge. Performance technologists will learn strategies and tools to help organizations shift from a mechanistic viewpoint to a living systems viewpoint.

Participants will be able to: 

• Describe the necessary balance between process improvement and cultural enhancement.
• Evaluate an organization to determine the cultural elements that will affect the implementation of a quality initiative such as TQM and Six Sigma.
• Determine cultural strategies that positively influence the development and success of a quality program.
• Design presentations that teach a quality tool in the context of culture.

Track: Management of Organizational Performance

CANCELLED - 20 Ways to Become a Consummate Team Facilitator
Mel Silberman, PhD, President, Active Training; mel@activetraining.com 
Workshop Code: WSL

The consummate team facilitator knows how to: 1) stimulate discussion, dialogue, and learning; 2) facilitate creative problem solving; 3) manage controversy and conflict; and 4) build consensus and commitment. This workshop will examine 20 facilitation techniques that any facilitator can use to achieve these objectives. Ways to create buy-in and overcome resistance to these techniques will be emphasized. Participants will receive step-by-step instructions for each technique and have the opportunity to practice them.

Participants will be able to:

• Utilize 20 facilitation techniques, covering dialogue development, creative problem solving, conflict resolution, and consensus building.
• Understand when, where, and why to employ these techniques.
• Strategize how to create buy-in and overcome resistance to these techniques.

Track: Organizational Design/Alignment

     << top >>

Enterprise applications cost millions. Adoption, the return on investment, and how quickly the application brings value are huge risks. eXtreme Programming (XP) is a software development discipline that seeks to transform application development itself. Every few weeks, training must quickly ramp up, teach new functionality, and influence mass adoption. This workshop describes the XP phenomenon, its business drivers, and risk; relates how XP changes training from delivery through design; and proposes a training model to speed adoption.

Participants will be able to:

• Describe XP and its business drivers.
• Describe the problems with applying traditional approaches such as ADDIE to an XP development lifecycle.
• Explain the relationship and risks relating application functionality, training, and user adoption.
• Propose an organizational model for training development that complements XP.
• Identify the skills required in a XP training development staff.
• Explain the process for design, development, and delivery of performance solutions.

Track: Management of Organizational Performance

CANCELLED - Mobile Technologies--Toys for Teenagers or 
Panacea for Performance?
Diane M. Gayeski, PhD, Professor, Ithaca College and CEO, Gayeski Analytics, & Michael Petrillose, PhD, Associate Professor, Delhi College, State University of New York; diane@dgayeski.com 
Workshop Code: WSN

Web phones, iPods, and wearable computers are more than toys...or are they? With them you can efficiently design and deploy training and performance aids anytime, anywhere, cutting the cord to your web-based desktop applications. We'll review the promises, pitfalls, and research outcomes of mobile technology initiatives with organizations such as fast-food chains, the military, casinos, and universities, and we'll show you how to create your own mobile applications in under one hour.

Participants will be able to:

• Decode the wireless jargon, and describe the features and benefits of the major types of new mobile communication and computing devices being used for training and performance aids.
• Cite the applications and research outcomes of several large-scale trials of mobile technologies.
• Apply rapid design and development models and technology adoption research to these new opportunities to enhance and predict outcomes.
• Choose the applications and devices that best match their client's needs and resources.
• Apply resources, demonstrations, and instructions provided in the handouts to create mobile learning and performance applications.

Track: Blended Interventions

Half-day Workshops
Saturday, April 8
1:00-5:00 pm

Motivating Different Generations Through 
Targeted Communication Techniques
Giselle Kovary, MA, & Adwoa K. Buahene, MA, Managing Partners, n-gen People Performance Inc.; gkovary@ngenperformance.com 
Workshop Code: WSO

With four generations in the workplace--traditionalists, baby boomers, Gen X, and Gen Y--each cohort possesses different values, attitudes, and behaviors. Leaders who understand the generational identities can apply communication techniques that increase motivation and engagement by tapping into what is important to each employee group. This highly interactive workshop will provide practical tips on how to communicate by applying a sixstep communication plan that motivates all four generations.

Participants will be able to:

• Describe the unique generational identities of the four generations.
• Identify how generational characteristics are translated into behaviors in the workplace.
• Describe the link between motivation and engagement and its impact on business results.
• State the generational considerations to be taken into account when communicating with direct reports and colleagues.
• Apply a six-step communication plan.

Track: Motivation, Incentives, & Feedback

CANCELLED - Tools for Your Toolbox: Power Tools to 
Improve Emergency Management Performance
Sandra Ogden, CPT, Kimberley Williams, CPT, & Jim Craumer, Armed Forces Chapter--ISPI; sandra.ogden@navy.mil 
Workshop Code: WSP

In 2005, Hurricane Katrina devastated the Gulf Coast and became the worst natural disaster in U.S. history. Local and state emergency preparation was limited and federal aid slow in arriving. This workshop provides participants with background, facts, and lessons learned involving the disaster. Using HPT, participants identify problems and causes, analyze data, and select interventions. Participants take part in an action scenario requiring analysis, evaluation, and decisions to prepare for and respond to an emergency.

Participants will be able to:

• Apply the HPT process to evaluate and improve performance.
• Use analytical models to examine data and target areas of need.
• Employ tools to identify and select interventions.
• Develop message maps to increase communication and public awareness.
• Receive a participant workbook with tools and a CD-Rom of reference material.

Track: Process Improvement

Using Action Plans to Manage, Measure, and 
Align Performance with Desired Results
Holly Burkett, CPT, MA, Principal, Evaluation Works; burketth@earthlink.net 
Workshop Code: WSQ

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 metrics.

Track: Analysis, Evaluation, & Measurement

     << top >>