HPT Video Matinee with Marc J. Rosenberg

HPT Video Practitioner: Marc J. Rosenberg

This video was shot in 2008. It is 5:08 minutes in length.

This Video Matinee Series will be published on Tuesdays and Thursdays for the duration of 2019.

The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia. The full set of videos may be found and linked to – here.

HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”

Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.

HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.

Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.

ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.

 

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T&D: Take a Minute On: Establishing Areas of Performance

TaM – Take a Minute with Guy Wallace

… was a concept for I played around with back in 2014. I believe I only had done one video as a test. Here it is. 60 seconds…

I think I might revive the concept – sometime in the next few months.

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T&D/PI Video: The Big Picture of EPPI

EPPI – Enterprise Process Performance Improvement

EPPI is my proprietary methodology-set for HPT – Human Performance Technology – where “technology” means the application of Science – in these Evidence Based Practices for Performance Improvement.

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The video also explains the link between EPPI and PACT – my proprietary ISD methodology-set for performance-based T&D.

My goal was to enable those trained in the PACT methods to smoothly segue to the EPPI Methods – such as my former staffs at SWI – Svenson & Wallace Inc. (1982-1997) and at CADDI – The Curriculum Architecture Design & Development Institute (1997-2002) .

Video is 8:50 minutes in length.

PACT is a Subset of EPPI

I created PACT going back to 1982 knowing that I would want to extend it into an HPT methodology-set.

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I wrote lean-ISD between 1983 and 1999.

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I updated lean-ISD and several other books in 2011 into a Wallace 6 Pack.

Sorry/Not Sorry Bob Mager! :)

Slide21.PNGBTW – I told Bob Mager what I had done way back in 2012 and he laughed and wished me well.

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Both EPPI and PACT are all about Performance Competence.

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Because we should all appreciate that Performance Improvement is often well beyond dealing with Enabling Knowledge & Skills and ISD/ T&D/ L&D/ Instruction/ Workflow Learning/ Performance Support/ Quick Reference Guides/ Job Aids/ Guidance/ etc.

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Ya Got Me – I’m a Waterfall Kind of Guy

Mirjam Nailed It/Me On Twitter

I guess it should be obvious by now.

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Marjam was responding to this…

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I Believe in and Practice lean, linear approaches to ISD and Performance Improvement.

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And within those are iterations, planned iterations – because one thing I do for my clients is deliver on schedule.

Only maybe 2 or 3 times did a client not want a schedule of deliverables. And that was when they knew their side – of the Customer-Supplier effort – wouldn’t be able to hold up their end of the schedule and meet their deadlines.

No client wants to understand going in that you’ll be iterating until the soup is “just right.” Which I never understood the need for – in Enterprise T&D – when you could accurately estimate the time to get what you needed from Master Performers, Other SMEs, Supervisors and Novice Performers – whether by using a FGP – Facilitated Group process or a more traditional series of Observations, Interviews and Document Reviews. And then Designing using a FGP – or not.

And developing content using a FGP with follow up Alpha Tests, Beta Tests and Pilot Tests – and the updating and releasing the content to ongoing deployment/accessibility.

Maybe that’s just me – and those on my staff and those clients that I’ve trained.

Using this kind of approach…

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Follow me on Twitter @guywwallace.

And Mirjam @MirjamN.

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T&D/PI: Why the MBTI Test Is Meaningless

Use the Big 5 Instead

More on that later.

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Goodbye to MBTI, the Fad That Won’t Die

… regardless of your type, it’s hard to argue with the idea that if we’re going to divide people into categories, those categories ought to be meaningful. In social science, we use four standards: are the categories reliable, valid, independent, and comprehensive? For the MBTI, the evidence says not very, no, no, and not really.

See the full article – here.

The Big 5

From Wikipedia:

In contemporary psychology, the “Big Five” factors (or Five Factor ModelFFM) of personality are five broad domains or dimensions of personality that are used to describe human personality.

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The Big Five framework of personality traits from Costa & McCrae, 1992 has emerged as a robust model for understanding the relationship between personality and various academic behaviors. The Big Five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism (common acronyms are OCEAN, NEOAC, or CANOE).

  • Conscientiousness is exemplified by being disciplined, organized, and achievement-oriented.
  • Agreeableness refers to being helpful, cooperative, and sympathetic towards others.
  • Neuroticism refers to degree of emotional stability, impulse control, and anxiety.
  • Openness is reflected in a strong intellectual curiosity and a preference for novelty and variety.
  • Extraversion is displayed through a higher degree of sociability, assertiveness, and talkativeness.

There is some evidence that personality and motivation are intricately tied with individual differences in learning styles, and it is recommended that educators go beyond the current emphasis on cognition and include these variables in understanding academic behavior.

Read more from my post on this from 2012 – here.

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T&D: What Time Is It – for Smartwatches in T&D/L&D?

Can Anyone Point Me to Smartwatch Apps & Use Cases for T&D/Learning … Providing Performance Support and Spaced Learning Functionality, etc. … for Enterprise Learning and Performance?

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Is It Past Time for Smartwatch Apps to Provide Performance Support and/or Spaced Learning?

Or are they already doing it?

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From the Late Ken Nordine

What Time Is It?

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