Chat 'n Chew
Wednesday, April 21; Noon – 1:30 pm
This is a new twist on an old favorite. The Chat 'n Chew will be held during the lunch hour. Table hosts will present a 20-minute presentation to two groups of attendees during an informal bring-your-own box lunch session. Attendees are invited to purchase lunch and select a table. The actual session will begin around 12:30 pm with the first 20-minute round. Then, we'll have a 10-minute break for participants to dispose of their lunch items, informally network, and select their second presentation table.
An Activity for Overcoming Barriers to Implementing New Ideas and Initiatives
As HPT professionals, we are often asked to help introduce new ideas and initiatives. We may help with the training programs or we may be working with a team of people during the execution of some new initiative as a consultant. In either case, though your team and associates get excited initially about the new ideas/initiatives there is usually a yeah- but stage they go through. This session provides a dynamic activity for identifying barriers to new ideas and initiatives, and how to respond to them.
Are Champions Ready to Champion? Assess for EASe
Are champions ready to champion successful performance improvement? Do organization champions have the confidence and ability to evaluate, analyze, and synthesize (EASe)--skills inherent in the HPT process? In this highly interactive session, we explore how HPT professionals can use readiness assessments for EASe. Guided by Benjamin Bloom's higher order cognitive skills, we explore when EASe skills are needed, discuss readiness assessments, and reflect on ways to assess for EASe.
Baptism by Fire: Tips for Working with Aid/Donor Projects
M. Mari Novak
There is an increasing awareness and recognition by donor and development agencies of the need for systemic assessment, evaluation, project design and support. Opportunities are opening for those skilled in HPT. Yet this is a challenging and very different world, performance system. It is not enough to transfer skills; there are different rules to this game. Working in development can be challenging, fascinating, educational, frustrating, overwhelming, but most of all rewarding.
Choosing the Right Social Media Tools for Your Work
Mary Ellen Kassotakis & Jackie Alcalde Marr
Are you hesitating to jump into frenzy of social media-- worried that you might get lost in all the techno mumbo jumbo? This fun and interactive introduction to three core tools will support you in making choices that keep you moving forward in a natural, intuitive, and inspired way in your work. We'll discuss the benefits and pitfalls of Blogs, Wikis, and Social Networking sites.
Coached Culture or Coaching Culture? Which is Best for You?
Nancy A. Drab
Coaching is becoming increasingly popular. Once reserved for executives, organizations recognize the benefits of using coaching to manage talent overall. During this session, you will learn the difference between a coached and a coaching culture; why a coaching culture is important; and how coaching is linked to organizational results.
Cultivating Creative Performance
We are all creative--whether we believe it or not! Creativity is a talent that must be cultivated. This session explores strategies for discovering the creativity that lies within you and those you work with. You will learn techniques for solving problem and increasing the flow of ideas, as well as how to draw out creativity in others and encourage creativity in the workplace.
Culture of Personality: Barrier to Performance Improvement
Maureen R. Baca
Do you wonder why all organizations don't adopt proven methods to improve performance? Have you seen organizations begin to use these methods but eventually give up on them? Have you experienced not being able to advance in your organization despite effective performance? Do you wonder what is fundamentally wrong? This session offers insights and answers from a new perspective--The Culture of Personality©--and approaches to resolve the major problems it poses.
Data Management: Whose Data Matters Most?
LT Chris Brunclik & Ronald Bartolo
Analysts often confront conflicting data and/or the need to determine if a group or individual's data have more value. This case study discussion will illustrate how Coast Guard Performance Technology Center Analysts collected qualitative and quantitative data from three different groups (members, commands, and trainers) then weighed, filtered, and sorted those data to support findings and recommendations. Join the table to discuss this project and to share your own data management stories, issues, and solutions.
Demystifying Technical Training
New research on technical training across diverse industries reveals 24 differentiators that distinguish it from other types of training. These differentiators have not previously been published in the training literature. Attendees will learn how the development of technical training is different than other types of training such as soft skill training. The authors, who have written a resource on technical training, share the differentiators and their experience in managing technical training.
E-Mentoring: Develop a Relationship Miles Apart
Marci Paino & Jessica Briskin
Many of us recognize the value of mentors in our careers and lives. A mentor has expertise in the same field as a protégé, and is motivated to share experiences and provide advice. Traditional mentoring is face-to-face; however, e-mentoring utilizes today's technology to enable connections amongst people physically miles apart. The session will provide you with tips on fostering a successful e-mentoring relationship and an e-mentoring quick reference tool with technologies you can use.
Engaging and Connecting with Emerging Talent: Insights from the 2009 ISPI HPT Case Competition
Matt Donovan & Dawn Papaila
How do you engage and retain the power of emerging talent? This session will show how the 2009 ISPI HPT case competition did exactly that. We will share the design of the case competition, the experience the team had, and results from the independent evaluation.
Evaluation Thought Partners: Learning Together Across Organizational Boundaries
Teri Schmidt & Scott P. Schaffer
Come and join a discussion about how an informal gathering of evaluation junkies from both industry and academia can benefit all involved. Learn how the Evaluation Thought Partners (ETP) group, formed in 2008, has promoted the culture of evaluation and has evolved to meet the needs of its participants. Provide your suggestions, similar experiences, and even your contact information if you'd like to join.
Feasibility Analysis: Practical, Political, & Cultural Considerations in Implementation
Implementation is the moment of truth for the design of instruction or performance interventions. The strengths and weaknesses of a solution truly become evident. This session introduces Feasibility Analysis, an implementation formative evaluation tool. Drawing on past implementation challenges or failures of the facilitator and the participants, this interactive session will examine causes of implementation problems and provide a job aid to help avoid future problems.
High Performing Patients: Improving Healthcare Outcomes with HPT
This session will discuss current gaps impacting patients' achievement of healthcare outcomes. Principles and strategies from motivational, cognitive, constructivist, and socio-cultural learning theories when combined with human performance approaches such as feedback systems and communities of practice can successfully promote patient's engagement in desired self-management behaviors. An HPT framework with the potential to inform the design of patient support systems, grounded on these research-based prescriptions, will be described.
How Do You Establish Mentoring Relationships Corporately for Organizational Success?
Where do you start? What do you do first? The process of mentoring works. But now what? This session breaks down the primary steps necessary in the establishment of a successful mentoring program. The initial steps are critical. Participants will be able to customize these steps to their personal situation.
Implementation: The Key to Success of Your HPT Intervention
No matter how well you apply the HPT process, the solution by itself doesn't ensure either learner or organizational acceptance and support, or a true return on the investment of time, resources, and money. In this session, learn how to apply a systems-based approach to successful implementation, based on the I-3 Change Implementation Model. This proven approach ensures learners and organizations are truly "ready, willing, and able" to fully benefit from the performance-based solutions you develop.
Interviewing Tips and Techniques
How can you present yourself in the best way...especially when it really matters?
Come to this session and learn some strategies for succeeding in interviews and making it to the final candidate list. By the end of this session, participants will be able to: (1) anticipate what the employer wants, (2) respond to questions in an articulate and meaningful way, (3) develop questions to ask during the interview, and (4) avoid the 5 biggest interview mistakes.
Linking Performance to the Bottom Line: Finance Lingo
In his Capitalism and Freedom, economist Milton Friedman says "there is one and only one social responsibility of business--to use its resources and engage in activities designed to increase its profits". Business speaks the language of finance. HPT focuses on results that businesses need and desire. This interactive session will enlighten and help attendees assess his/her finance knowledge and how to apply the knowledge in practice.
Making the Virtual Leap: 10 Issues to Consider for Telecommuting
There are numerous issues to consider when making the leap from working in an office or traditional classroom setting to a full telecommuting position where one works remotely from home. After having 20 years in a face-to-face work environment, the presenter made the virtual leap seven years ago and offers lessons learned. Considerations will be reviewed to assist attendees in determining if telecommuting, with its pros and cons, is a best fit for them.
Measurement and Evaluation, Volume 3: What's In It for Me?
James L. Moseley & Joan Dessinger
The editors of the new Handbook of Improving Performance in the Workplace: Measurement and Evaluation will review Volume 3 and help you decide WIIFM. The review will cover four major areas: conveying ideas, creating impressions, forming mental images; strengths and supports, methodologies, procedures, practices; variations, thoughts, and perspectives; new beginnings, new horizons, and new arenas.
Optimize Your Investment in Performance Improvement: The 5A Framework
There are five key organizational factors that impact business results from training and education and are critical to any HPT system: 1) alignment; 2) anticipation; 3) alliance; 4) application; and 5) accountability. Together, we call these the 5A Framework. This session will describe each of these factors and tools you can use to ensure these factors are addressed in terms of your performance improvement solutions.
Performance Contagion and Human Resource Layout: New Concepts in Performance Management
A main context factor influencing the performance of individuals in a society and work environment is emotions and behavior of other people. The presenter will introduce a new kind of metaphysical contagion called performance contagion and present two kinds of factors (content and process factors) and sub-factors. You'll learn about a new concept in performance management defined as human resource layout. Tools are suggested to apply the steps of this model in order to improve both individual and organizational performance.
Performance Support: A Critical Companion for Successful Training
Have you ever deployed a training program only to discover it was not successful? Why didn't change occur? Why didn't performance improve? The answer might lie in a lack of performance support. Training without strategic performance support often leads to failure and frustration. In this session, we will discuss what performance support is and what it is not. We will also provide practical examples that can easily be implemented with your training solutions.
The Politics of Learning & Performance
Politics is the art of exchanging favors. It is all about who you know and what you owe. When done well is the oil that makes good things happen. When done badly, it compromises personal and professional ethics, destroys trust, and demeans our profession. Judy will bring clarity to why politics is important and the value of doing it well. P.S. she hails from Chicago, the home of the best and the worst in politics.
Real Data, Real Results: A Coaching and Development Story
This is a case study on the process of designing an effective development planning and coaching program for sales managers following the basic tenets of performance technology consulting and using innovative tools to assess, design, and deliver a highly effective program. Using hard data, the program was designed using influencing, consulting with leadership, an effective behavioral assessment tool and a combination of deliverables including "old school" and "new school".
Sail Into Alignment While Streamlining Training Programs
Jim Craumer & LCDR Jennifer Sinclair
Participants will learn how to use performance standards and alignment methods to streamline and combine two training programs without sacrificing performance results.
Selecting and Implementing Performance Interventions: A Handbook for Practitioners
Ryan Watkins & Doug Leigh
Improving human and organizational performance routinely bring about "bottom-line" benefits for organizations. Accomplishing such beneficial results, of course, requires knowing when to apply particular performance interventions, as well as adherence to a systematic design, development, and implementation process. Come meet the contributing authors and editors of the Handbook of Improving Performance in the Workplace that provides practical guidance on selecting and implementing performance improvement interventions that together can accomplish meaningful organizational results.
Self-Organizing Work Groups and Performance Improvement
I was part of a grassroots group of employees that fostered major changes in our global organization. Fascinated by our experience, I conducted case study research of self-organizing work groups in organizations. I've learned these groups have significant impacts within organizations, including improving the performance of group members and people near the group. In 20 minutes, session attendees will learn what these groups are, impacts they can have, and where to learn more about them.
Teaching Non-Profits to Fish with HPT
Come learn how the Michigan chapter of ISPI successfully introduced the concepts of HPT to non-profit organizations through a community outreach program. Attendees will be able to understand the value of a targeted, HPT-focused outreach program in their community; describe the most important components for an outreach program; and replicate the success of the ISPI-MI Community Outreach program.
Tools for Collaborating Over the Web
Peter R. Hybert & Dottie A. Soelke
This session will provide a decision tool to help evaluate your needs and the tools that will help meet them. We'll discuss how these tools can help your distributed work team be productive virtually. The presenters will identify tools to help teams work productively in a virtual environment: Project Management, Deliverables development (e.g., presentations and documents), Working and informational meetings, and Synchronous and asynchronous events.
Using Logic Models for Planning and Evaluation: One Step at a Time
Participants will learn how the U.S. Coast Guard used spreadsheet tools to develop and maintain a logic model in order to: capture stakeholder evaluation questions, ensure alignment between evaluation questions and program criteria, and ensure alignment between evaluation criteria and the analysis plan for its ongoing Level I evaluation of its Recruit Basic Training Program.
Volunteer with ISPI: Grow Our Practice!
Learn about volunteer opportunities within ISPI! Connect the dots between your personal growth and the growth of the HPT profession as represented by ISPI.
Was Your Course Developed Following ISPI's 10 Standards? Investigate ISPI's Accreditation
ISPI is offering a new service to companies to recognize courses or programs. The accreditation service evaluates how a course or program was developed. For a course or program to be successfully accredited, it must adhere to ISPI's 10 Standards of Performance, as well as ISPI's ethical guidelines. Come see how your company's course can achieve this distinction.
What Do They Expect? Employer Perceptions of Entry-Level ID Skills
Steven W. Villachica
This descriptive study employed a convenience sample drawn from members of a professional organization supporting instructional designers (IDs) to investigate four research questions: 1) What skills do potential employers expect entry-level instructional designers to possess? 2) To what extent have their recently hired entry-level IDs met these expectations? 3) To what extent do these expectations vary across industry, government, and nonprofit settings? 4) To what extent do these expectations apply to entry-level IDs who are recent graduates of master's programs in instructional technology, instructional design, educational technology, and similar disciplines? Come hear the results!