Weekend Reflections – 2019-09-14

With Recovery from Surgery – I’ve had 2 knee replacement surgeries since April – often comes Cabin Fever.

On the Day Tripping that my wife and I do to get me out of the house, we most often head up into the mountains.

One favorite route the past 14 years that I’ve been visiting and then living in these parts takes you past the The Collettsville Cup House on some paved and unpaved mountain and valley roads going up to Blowing Rock NC from our neck of the woods.

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As it sits just off John’s River, in a valley, with nothing around it – it’s the kind of distraction that invites you to pull over to study this closer. There are several buildings and many fences outlined if not covered by thousands of coffee cups.

Some look fresh and others look as if they’d been there for decades. And then you wonder about when and who this all got started.

Go ahead and ask yourself WHY five times – beginning with these:

Why this and why here?

Reflect on that.

Find the The Collettsville Cup House on Google Maps:

https://goo.gl/maps/g98svoGhCUhwNDk66

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T&D: Marketing

I have always viewed the need for Marketing processes in an ISD function/department – as a need driven by Management’s lack of awareness of what is offered and appropriate – creating a need to go around that bottleneck and “market/sell” directly to the end user.

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I would prefer to see that as a short term solution, put in place until a long term remedy can be planned and implemented – where Management steps up to their role in developing their people.

But – they have not been equipped/taught/expected/reinforced to do so. We need to work with our leadership to agree to remedy THAT.

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Use all the channels of your target audiences for your marketing messages.

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HPT Video Matinee with Cara North

HPT Video Practitioner: Cara North

This video was shot in 2019. It is 40:20 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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HPT Video Matinee with Dale Brethower

HPT Video Practitioner: Dale Brethower

This video was shot in 2019. It is 1:06:44 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: We Support People Development As Directed By Their Management

And If That’s Not True – Then There’s Work To Do On That Too

And we in the Instructional function “support” rather than “take the lead” on that, on People Development, as we’ll only have the individual for a short period of time – cycle time – or the touch time within the cycle – compared to all of the individual’s time on the payroll.

And because of Cognitive Overload we’re pretty limited in term of what will be remembered – available for recall – immediately after we’re done with whatever it is we do for OnBoarding.

And then it will be up to each Manager to continue the OnGoing Development of performance competence of their people. Formally and/or Informally.

The Managers will have the individual for a much longer period of time – cycle time – and the touch time within the cycle – compared to all of the individual’s time on the payroll.

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The Managers may use our Formal Instructional Content, but THEY set it up – and THEY check on it after the Formal Learning is done – and THEY discuss how to apply what was learned here … and how and when. And THEY reinforce its transfer and stickiness with positive feedback or inhibit that with negative feedback.

Let’s not forget we are in an (usually) Informal Partnership with Managers to develop their team to perform to standard (also usually Informal). Perhaps you need something less Informal in terms of a Partnership.

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Develop them with authentic content – not exhortations – no matter how well meaning.

Focus on the processes they work in – and not an assemblage of well meaning – and with tons of Face Validity – TOPICS that don’t address authentic tasks and Outputs and the Measures for Both.

And organize everything by a model/framework that reflects the Performance Requirements of their organizational entity.

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Teach Managers-Supervisors-Team Leads “HOW TO” 

What are the Best Practices and Acceptable Varied Practices in…

  • Give Clear Expectations
  • Give Clear Directions
  • Give Timely Support
  • Give Timely Feedback

Teach those. With Direct Instruction with plenty of Practice with Feedback (before the next practice attempt).

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Then help them plan out and document Individual Training & Development Plans for their people.

Support Managers in developing the Performance Competence of their people.

Don’t help them Abdicate their role.

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