Beginning with the September 19, 2005 program, the Northeast Ohio Chapter of the ISPI has developed a series of annual programs designed to help you expand, justify, and apply your HPT skills, wherever you work, no matter what your present skill level is. By participating in the year long Human Performance Technology Core Principles Practicum, you will consistently and continually develop and practice skills crucial to being an exemplary Performance Technologist.
Meet on the third Tuesday of every month...(See the next web page for this month's information)
What will you learn?
You will learn how to:
Identify and analyze appropriate performance improvement areasImplement human performance improvement projects supported by your clients, bosses, and stakeholdersUse exemplary performers as the base for improving performance
Identify exemplary performers and people who have the potential to be exemplary performersDevelop interventions when there are no exemplary performers
Apply various economic models for reducing expenses, increasing productivity, and improving learningDiagnose causes of performance failureTailor the best remedies to each problemMeasure any performancePresent performance measures as economic opportunitiesDesign training and non-training interventions that produce the best resultsProve the value of your interventions
What makes this program innovative? There will be no formal presentations, no classroom-like behaviorsEvery program will be based on the proven principles found in Human Competence: Engineering Worthy Performance written by Tom Gilbert, the Father of Performance ImprovementIts success depends upon: Your level of participation in discussions and activitiesWhether or not you complete your assignmentsA copy of Human Competence will be given, FREE, to every new and existing member of NEO ISPI who attends the first meeting (others may purchase it at the meeting)It uses a shared inquiry approach to analyzing, interpreting, evaluating, and applying the principles of Performance Technology
What can you expect at the meetings?
Each two hour meeting will explore one or more principles from Human Competence. Throughout the process, you will be asked to discuss questions about each principle such as:What, in general, is [the principle] about?What, specifically does Gilbert say about [the principle]? What are his main ideas, assertions, and arguments regarding [the principle]? Is [Gilbert’s assertion] true? Complete? Why do you say that? Is [Gilbert’s position/argument] logical? Why or why not? How is [the principle] relevant to your work?What of it? How does it apply to you? How will you have to change your behavior to begin applying this principle in your work? What barriers can you expect? What can you do to eliminate those barriers? What suggestions do you have for [a participant wrestling with a barrier]?
Each meeting will have one or more leaders. You can expect the leaders to:Pose questions that can be answered only in terms of Human Performance TechnologyProvide context, examples, and facilitate a common understanding of Human Performance Technology (the leaders will NOT be doing presentations)Allow participants time to write their ideas before sharing themFrequently ask participants to support their ideas with evidence from Human Competence Ask participants to listen to and consider the ideas of othersKeep the group focused on the question asked at the beginning of the discussionKeep the group focused on the practical application of HPTPlay Devil’s Advocate
Generally, the meetings will be governed by the following five rules:Only those who have read the selection from Human Competence (assigned prior to the meeting) may take part in the discussion.Discussion is limited to the selection that everyone has read.All opinions should be supported with evidence from the selection.Leaders may only ask questions, not answer them.Leaders will encourage participants to find answers to their questions through guided investigation of the assigned section.
What will be expected of you before and after the meetings?
Before the meeting, you will be expected to:Read the assigned section in Human Competence Write questions that you have about what you read. For example, questions may be about things like: TerminologyConfusing passagesIdeas that strike you as importantApplications, in general or specific to your situation
After the meeting, you may be asked to:Apply what you learned to a real situation (be prepared to share your experience at the next meeting) Do additional research or readingRead an additional section in Human Competence
What if you don’t have time to read the assignment?
There may be a time or two when you don’t have time to prepare for the meeting. Come anyway.
However, your participation will be limited to listening to the others.Rationale -
We encourage you to prepare before participating because if you are not familiar with the assigned section, you will be less able to understand or judge the validity of what others are saying. And, you won’t be able to help other participants find passages for evidence, for meaning, or for additional ideas.If you participate before reading you are more likely to offer ill-informed opinions and to cause yourself and others to misunderstand what is going on. Ultimately, the others will be forced to slow down to cover facts rather than pursue ideas, interpretations, and applications.
About the leaders
NEO ISPI has enlisted three of the area’s top performance technologists to lead the programs. The current Chapter President is Tony Moore.
Tony is President of Moore Performance Improvement, Inc., a company dedicated to improving organization and employee performance through the application of performance technology.
Over the last 25 years, Tony has applied the principles of performance technology to a wide variety of jobs in a wide variety of industries. His interventions have been used:To diagnose and treat children in third world countriesIn the construction of the space shuttleTo design, install, maintain, and troubleshoot automation systemsIn the troubleshooting and repair of a global telecommunications networkTo improve the performance of call centersTo improve the performance of a wide variety of manufacturing processesTo combat malaria and STD/HIV in 3 rd world countries
Tony’s redesign of existing, traditional, training typically:Reduces the length of the training by 60 to 80%Produces employees who out perform incumbents by as much as 200%
Tony was a member of the Harless Performance Guild for ten years. During that time, Harless used Tony to:Conduct HPG workshopsWork with HPG clientsEvaluate and revise HPG workshops including: The Accomplishment Based Curriculum Development systemThe Peak Performance System (the world’s first comprehensive and systematic application of performance technology
Tony was also privileged to know Tom Gilbert. At the 1994 conference, Tom asked Tony to collaborate with him on a revision of Tom’s book, Human Competence. Tom died in 1995. The revision was never completed.
Sponsored by Joe Harless, Tony was one of the earliest practitioners of performance technology to be awarded the designation of CPT by ISPI.
Tony is the Deputy Chair for ISPI’s Awards of Excellence committee.
Molly Feiklowicz
Molly is Harless trained in Basic Instructional Design and Advanced Instructional Design. She spent the majority of her career at Ohio Bell/Ameritech and was a previous Chapter President.
Two of Molly’s most significant achievements are:The design and development of a Performance Management System for a Fortune 500 company that was experiencing retention problems in the IS Department; by applying Human Performance Technology principles, she convinced the client that managers needed to apply consistent developmental and measurement techniques to assure the employees were meeting standardsReducing a 14 week classroom training course to 1 week classroom, learning to use the job aid designed for the job performance, followed by on-the-job mentoring of an actual work project; this approach resulted in immediate productivity and higher levels of expertise
Molly is a proponent of using On-The-Job training and job aids as learning sources when appropriate rather than classroom training.Molly is also a certified trainer of “Content Free Microteaching,” an instructor training course.
Agenda: 5:30 - Networking 6:00 - Light Meal and Beverages 6:30 - 8:30 - Program
