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2007 Conference Sessions Listen to the following 45-minute educational sessions from ISPI's 2007 Annual Conference in San Francisco. If you would like to hear more educational sessions please attend The Performance Improvement Conference, April 3-8, 2008 in New York City! Click here for more details. If They Can't Use It, They Will Lose
It There is a common misconception that usability testing is too time consuming and expensive to fit into the average web-based training project. However, a usable interface is a critical element in allowing learners to focus on the content rather than the navigation. This session will explore why usability testing is important, especially for training being used across a global audience. Attendees will receive tips for completing usability testing quickly and inexpensively, as well as reusable templates. Track: Instructional Systems (IS) Leadership Blind Spots: Their Impact
on Organizational Performance Being human, every leader has "blind spots"--characteristics of
performance and behavior that have unintended consequences on the
performance of the individuals in the organizations he or she leads.
This workshop illuminates two blind spots that have been found to be
most prevalent and provides tools and models that can be used by leaders
to help mitigate the impacts on their organizations. Tools discussed
will include decision-making and accountability models targeted at
enhancing leadership clarity, leading to improved performance and
results.
Track: Organizational Alignment (OA) Improving human performance requires that performance be measured. Over
the last 20 years, businesses have advanced the technology of
criterion-referenced and level 2 assessments more than any other sector.
This session will chronicle the major changes that have evolved-- from a
time when criterion-referenced assessment was a nonfunctioning box in an
instructional development model to its present status as a performance
technology itself. We will conclude with a brainstorming exercise that
focuses on "what next?"
Track: Analysis, Evaluation, &
Measurement (AEM) How do you create a statewide mental health care system that provides
the best care for every dollar expended? How do you effectively motivate
and support health care providers in following a research-based
treatment algorithm? This session will present a real-world case study
on the design and evaluation of a blended continuing education
curriculum. You will learn how the solution was designed and how we are
implementing our strategy for a level 3 evaluation.
Track: Analysis, Evaluation, &
Measurement (AEM) Employees need to feel empowered to communicate their competence and
commitment levels to their leaders. In the past, it has been the
leader's responsibility to assess the employees' competence and
commitment levels. Employees are more likely to understand their own
needs and levels. Employees should be able to assess their own levels,
and then discuss them with their leaders. The focus of this session is
how to communicate their situational needs to their leaders.
Track: Management of Organizational
Performance (MOP) Saturn developed a three-phase approach (awareness, knowledge,
application) to improve consulting practices with online customers.
Research indicated that many Saturn sales consultants were not providing
the same consistent approach with online customers as provided to more
traditional showroom customers. After rolling out a series of carefully
designed synchronous and asynchronous online tools for training,
performance support, and coaching and mentoring, Saturn was able to
positively affect the quality and the timeliness of online customer
responses.
Track: Blended Interventions Performance analysts have a wide array of methodologies and e-tools at
their disposal, but how many actually work? In this session, the U.S.
Coast Guard's Performance Technology Center will share what performance
analysis methods and e-tools have worked and what is being beta-tested
for future use. The discussion will focus on the pros and cons of "tried
and true" software packages used to execute a variety of Coast Guard
analyses as well as new initiatives.
Track: Analysis, Evaluation, &
Measurement (AEM) Kirkpatrick's four levels of evaluation is a favorite among training and
performance professionals. The Coast Guard has developed a pragmatic
Kirkpatrick-based evaluation program to routinely evaluate
performance-based training. In this session, the presenter will provide
a detailed description of the Coast Guard's program and offer two case
studies of how evaluation data, particularly the Level 3 evaluation
data, has been used to measure and increase efficiency and
effectiveness.
Track: Analysis, Evaluation, &
Measurement (AEM) Although performance technologists often focus on motives and incentives
as a way to improve performance, most of that focus is geared toward
extrinsic motivational factors. Few performance technologists take on
the challenge of intrinsic motivation because they feel it is a bigger
obstacle with minimal results. This session will challenge that notion
by outlining a case study where intrinsic motivation was the biggest
factor that needed to be addressed to boost performance.
Track: Motivation, Incentives, & Feedback
(MIF) |
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