Past SkillCasts

Seeing Organizations Through Business Glasses: Understanding Them the Way Your Clients Do
Kenneth H. Silber, CPT, PhD
October 2008

Purchase this Recorded SkillCast ($29 member, $69 non-member)
Program link (URL) will be emailed to you within 1 business day.

We have many HPT models to guide us. But Partnering with clients requires us to (a) explain what we do in language that matches the one our clients speak, and (b) understand how the organization works as well as our clients do. Yet we are frequently trapped in our HPT lingo, and see the organization through HPT blinders. This webcast begins the process of opening our understanding and language. You’ll learn the underlying assumptions and metrics that drive management decision making. We might even have time for you to practice some of the ideas on your own organization. You’ll leave with an extensive job-aid describing business logic and the analysis procedure.

By the end of this session, you will be able to:

• Using a job aid, identify the business logics (External, financial, strategy, customer, product/service, process, internal/learning) that drive a business you are involved with, and how that business values and prioritizes each
• Using a job aid, identify the specific metrics the business uses to measure its success for each logic

Kenneth H. Silber, Ph.D., CPT has been contributing to the HPT field for over 40 years. He has worked in corporate, academic and consulting settings (domestic and international) to design and implement performance improvement interventions that saved clients more than $25 million. Dr. Silber specializes in business metric-based needs analysis and evaluation. Ken has edited ISPI's From Training to Performance in the 21st Century, written for ISPI's Handbook, published 50 articles and made 80 presentations. He teaches ISPI's Principles and Practices Workshop, both classroom and online versions. In addition to his consulting work with SPC, he also serves (until December 2008) as Associate Professor of Educational Technology, Research and Assessment at Northern Illinois University.
  

Connecting with Tomorrow's Workforce - Performance Strategies and Technologies for a Global, Mobile, Intergenerational Workforce
Diane Gayeski, PhD
September 2008

Purchase this Recorded SkillCast ($29 member, $49 non-member)
Program link (URL) will be emailed to you within 1 business day.

Globalization, outsourcing, massive retirements among the Baby Boomers, the entrance of Nexters into the work environment, and the impending war for talent are impacting the strategies and technologies we use for workplace performance and learning. Simply stated: what used to work, doesn't. Learn how leading organizations are using innovative strategies and technologies to recruit, train, manage, support collaboration and mentoring, and retain top performers.

Objectives:

• Identify demographic trends in the workplace for the next decade that impact training and performance.
• Apply audience analysis of different generations to the design of effective recruiting, training, and performance management systems.
• Identify and describe innovative technologies and techniques that are being used for attracting, training, retaining, and capturing the knowledge of employees across the generations , across time, and across locations.

Diane Gayeski, Ph.D. is an internationally-recognized consultant, researcher, and professor specializing in the future of organizational learning and performance. She is Associate Dean and Professor of Strategic Communication at Ithaca College and CEO of Gayeski Analytics. Among her clients for strategic planning for the new demographic challenges are the Centers for Medicare and Medicaid, TAP Pharmaceuticals, and the Internal Revenue Service. The author of 15 books, she's a frequent conference speaker and leader of in-house executive briefings.
   

Building Expertise through Problem-based Learning
Ruth Clark, EdD
August 2008

Purchase this Recorded SkillCast ($29 member, $49 non-member)
Program link (URL) will be emailed to you within 1 business day.

Over the past 30 years, problem-based learning (PBL) has been widely adopted and evaluated in medical education. What is problem-based learning? What have medical educators learned about its benefits? How can you use PBL to accelerate expertise in your organization? How can PBL be adapted for either ILT or e-learning delivery? Based on her forthcoming 2008 edition of Building Expertise, Ruth Clark will explore the research and applications of PBL to workforce learning.

Participants will be able to:

• Identify the main features of problem-based learning environments
• Describe the research from medical education on the learning and motivational benefits of PBL
• Apply a design model of PBL to their own workforce learning requirements

For over 25 years Ruth Clark has helped workforce learning practitioners apply evidence-based training guidelines to design and development of classroom and e-learning instruction. Ruth has developed a number of seminars and written 6 books that translate important research programs into practical training guidance including e-Learning and the Science of Instruction, Efficiency in Learning, and The New Virtual Classroom- Winner of 2007 Best Training Product from Training Media Review.

A science undergraduate, Ruth completed her doctorate in Instructional Psychology/ Educational Technology in 1988 at the University of Southern California. Ruth is a Past President of the International Society of Performance Improvement and a member of the American Educational Research Association. Ruth was honored with the 2006 Thomas F. Gilbert Distinguished Professional Achievement Award by the International Society for Performance Improvement and was a Training Legend Speaker at the ASTD 2007 International Conference. Ruth is currently a dual resident of Southwest Colorado and Phoenix Arizona and divides her professional time among speaking, teaching, and writing.
 

Measuring Mentoring Results
Margo Murray, CPT
August 2008

• Purchase this Recorded SkillCast ($29 member, $49 non-member)
  Program link (URL) will be emailed to you within 1 business day.

Linking any intervention - especially a mentoring process - to business results is essential to success, scalability, and sustainability. A well designed mentoring process is consistent with these basic Performance Improvement Principles:

• Focus on Results - evaluation of the mentoring process gives measured results for the participants and the organization.
• Take a Systems View - the readiness assessment causes the process to be linked directly with other performance improvement sub-systems.
• Add value - measuring the results of the process against its goals shows the added value.
• Partner - the readiness assessment process engages the related functions of the organization - or community - in partnership to produce the desired results.

This session will describe how to position a mentoring process to produce results. Baseline data collection strategies for evaluation and continuous improvement - to create sustainable mentoring processes - will be illustrated. Participants can use this discussion as a clinic to tune up a floundering mentoring process or to jump-start an effective one.

Margo will share results from successful experiences over 35 years with hundreds of client organizations in 25 countries. Learn how organizations as diverse as the Nuclear Regulatory Commission and Wells Fargo Bank in the US, and public health groups in Africa, Asia, and Latin America have gained desired results at worker, workplace, and societal levels.

Participants will have the strategies to:

• Link the mentoring process to organization vision, mission, goals
• Create goals for mentoring process impact
• Create evaluation plans
• Gather data for baseline and post-intervention evaluation
• Monitoring and tracking

Giving Away Power
Jim Hill, CPT, EdD
July 2008

• Purchase this Recorded SkillCast ($29 member, $49 non-member)
  Program link (URL) will be emailed to you within 1 business day.

Organizations perform better when employees feel in control of work and decision processes. This session will explore methods -- and responsibilities -- for sharing and receiving power.

Objectives: This session will focus on the following areas:

• The elements of control and motivation
• The need to achieve
• Causes of commitment
• What bosses need to do
• Comparing power from the perspectives of employees and managers

Dr. Jim Hill is the CEO of Proofpoint Systems, a global provider of software applications that support individual and organizational performance. He is a retired Marine Corps officer, a former executive with Sun Microsystems, and a past president of the International Society for Performance Improvement. Under his leadership, Proofpoint developed the first browser-based performance analysis systems. These patent-pending, research-based, applications represent a fundamental shift in the way organizational requirements are identified, scoped, and solved. Jim and his family reside in Los Altos, California.
  

Building Expertise through Problem-based Learning
Ruth Clark, EdD
June 2008

Over the past 30 years, problem-based learning (PBL) has been widely adopted and evaluated in medical education. What is problem-based learning? What have medical educators learned about its benefits? How can you use PBL to accelerate expertise in your organization? How can PBL be adapted for either ILT or e-learning delivery? Based on her forthcoming 2008 edition of Building Expertise, Ruth Clark will explore the research and applications of PBL to workforce learning.

Participants will be able to:

• Identify the main features of problem-based learning environments
• Describe the research from medical education on the learning and motivational benefits of PBL
• Apply a design model of PBL to their own workforce learning requirements

For over 25 years Ruth Clark has helped workforce learning practitioners apply evidence-based training guidelines to design and development of classroom and e-learning instruction. Ruth has developed a number of seminars and written 6 books that translate important research programs into practical training guidance including e-Learning and the Science of Instruction, Efficiency in Learning, and The New Virtual Classroom- Winner of 2007 Best Training Product from Training Media Review.

A science undergraduate, Ruth completed her doctorate in Instructional Psychology/ Educational Technology in 1988 at the University of Southern California. Ruth is a Past President of the International Society of Performance Improvement and a member of the American Educational Research Association. Ruth was honored with the 2006 Thomas F. Gilbert Distinguished Professional Achievement Award by the International Society for Performance Improvement and was a Training Legend Speaker at the ASTD 2007 International Conference. Ruth is currently a dual resident of Southwest Colorado and Phoenix Arizona and divides her professional time among speaking, teaching, and writing.
 

Overcoming Workplace Complexity and Performance Uncertainty
Brian Desautels, CPT
May 2008

As an organization increases in complexity and finds itself needing to respond to multiple requests at an ever increasing pace, leveraging human contribution becomes increasingly uncertain. Although we may design a training program, or select an intervention targeting a specific shortcoming, we will not meet stated performance requirements unless we protect the contribution from the impact of outside influences. To protect performance from influence, we must protect that performance within each of three organizational environments: Operational, Social and Chaotic. By integrating and acknowledging the influences that impact a dynamic workplace, HPT can provide the systematic approach to protecting the human contribution from the devastating impacts of all-out uncertainty. We will look at each of these more deeply.

Objectives:

• Define and populate a Strategic Human Performance System.
• Define human contribution targets across 3 levels of leveraging: acquisition, utilization, optimization.
• Identify appropriate interventions to compensate for performance barriers found within the operation, social and chaotic dimensions surrounding a performance system.
• Create collaboration opportunities across multiple human performance systems.

Respected for his thought leadership, Brian Desautels is the 2008 nominee for President of the International Society for Performance Improvement (ISPI). He is a past-Director and Society Treasurer for ISPI and was editor of the PerformanceXpress column CPT@Work. He is President of JB2D Performance Inc., a firm specializing in the application of performance technology to Human Resource Management. He is a former Senior HR Manager at Microsoft Corporation, is a Certified Performance Technologist and has a MS in Human Resource Management. His consulting experience includes work for many Fortune 50 organizations. He has been sought out and contributed to books on Human Performance Technology and on Intervention Selection and Design. He is an instructor with the University of Phoenix and has presented at international conferences on the subject of employee performance. Brian is co-author of ISPI's 2.5-day workshop "HPT for HR Professionals."
 

The Supervisor's Role in Organizational Performance
Miki Lane, CPT
April 2008

The role of the supervisor in improving organizational performance has long been acknowledged as critical, but it has not often been supported or developed. In the first 18 months on the job, 40% of new supervisors fail by being fired, voluntarily bow out of the job, or receiving a poor review. In this session we will look at the reasons why that has occurred and examine ways to prevent this from happening to you.

Objectives: At the end of this session you will be able to state the role of the supervisor in improving organizational performance and describe an action-oriented model for making effective decisions about your direct reports.

Miki Lane is a Senior Partner with MVM Communications, a performance improvement company based in Montreal. With his MVM team he has recently (2007) authored Stepping Up: A Road Map for New Supervisors. He is also currently an Adjunct Professor at McGill University where he was an Assistant Professor and director of the Educational Media Centre before forming MVM. Dr. Lane has published widely in the field and was an author and part editor of the Second Handbook of Human Performance Technology. His is a recipient of the prestigious Distinguished Service Award from ISPI and is currently serving as an ISPI Board Member.
   

A Manager's Guide to Improve Workplace Performance
Roger Chevalier, CPT, PhD
March 2008

Is it time that your organization delivered performance improvement techniques to your line managers and supervisors? This program 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 program is based on four sessions presented at past ISPI conferences and is the subject of a new book by Roger Chevalier entitled, A Manager's Guide to Improving Workplace Performance, selected for an ISPI 2008 Award of Excellence.

As a result of this webinar, 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 its time to bring performance improvement techniques to their line managers and supervisors.

Dr. Roger Chevalier, CPT is the author of A Manager's Guide to Improving Workplace Performance published by the American Management Association (AMACOM Books, 2007). He is an independent consultant who specializes in imbedding training into comprehensive performance improvement solutions. Over the past 30 years, he has personally trained more than 30,000 managers, supervisors, and salespeople in performance improvement, leadership, coaching, change management, and sales programs in hundreds of workshops. He can be reached at Roger@aboutiwp.com or 707 584 7160.
  

HPT: 7 Tips for Sustainability
Judith Hale, CPT, PhD
February 2008

This program is about how to use the principles of human performance technology to sustain initiatives. Unfortunately, too many programs die from lack of attention. However, there are 7 things you can do now to increase the odds of keeping initiatives alive long enough to reap the full benefits. During the session you will learn about how one organization used the 7 tips to transform from an entitlement culture or one of accountability. You will get a comprehensive job aid that you can modify to your own situation.

Objective: You will get seven (7) tips you can apply immediately to increase the odds that major initiatives achieve the desired results.

Judith Hale, Ph.D., CPT is the author of The Performance Consultant's Fieldbook, 2nd Edition, Performance-Based Certification, Performance-Based Evaluation, Performance-Based Management, and Outsourcing Training and Development. She has been a consultant to management in the public and private sectors for over 25 years. She specializes in needs assessments, certification programs, evaluation protocols, and the implementation of major interventions. She is a past president of ISPI and ibstpi. She is the Director of Certification for ISPI. Judith was awarded a B.A. from Ohio State University, a M.A. from Miami University, and a Ph.D. from Purdue University.
  

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