Session 6 of 7. The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organizational performance, achieving much more as a consequence.
Dr. Villachica has consulted and worked in business, government, and non-profit settings for more than 25 years. He joined the faculty of the Department of Organizational Performance and Workplace Learning in the College of Engineering at Boise State University in 2007.
Prior to joining Boise State, Steve collaborated with colleagues and clients at DLS Group, Inc., to create large-scale performance support systems, e-learning, instructor-led training, job aids, and a host of award-winning performance improvement solutions for pharmaceutical companies, law enforcement agencies, securities companies and regulators, the Intelligence Community, and others. At Boise State, Steve teaches courses in instructional design, needs assessment, and workplace performance improvement.
Dr. Villachica’s research interests focus on identifying and leveraging exemplary performance throughout organizations. His current research efforts investigate aspects of student readiness for the workplace.
This video is 56:36 minutes in length and was recorded on 2021-12-01.
Addison, R., Haig, C., & Kearny, L. (2009). Performance architecture: The art and science of improving organizations. Pfeiffer.
Chevalier, R. (2008). The evolution of a performance analysis job aid. Performance Improvement, 47(10), 9-18. https://doi.org/10.1002/pfi.20034
Gillum, T., & Mortenson, K. (2019). Performance eating rabbits: What B.O.L.D. people see and do. Outskirts.
Hale, J. (2007). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People (2nd ed.). Pfeiffer.
Rosenberg, M. J. (2005). Beyond E-Learning: Approaches and Technologies to Enhance Organizational Knowledge, Learning, and Performance. Pfeiffer.
Rummler, G. A. (2006). The anatomy of performance. In J. A. Pershing (Ed.), Handbook of human performance technology: Principles, practices, and potential (3rd ed., pp. 986-1007). Pfeiffer.
Silber, K. H., & Kearny, L. (2009). Organizational intelligence: A guide to understanding the business of your organization for HR, training, and performance consulting. Pfeiffer.
Uday-Riley, M., & Guerra-Lopez, I. (2010). Process Improvement. In R. Watkins & D. Leigh (Eds.), Handbook of improving performance in the workplace: Selecting and implementing performance interventions (Vol. 2, pp. 418-437). John Wiley & Sons.
Watkins, R., & Kaufman, R. (1996). An update on relating needs assessment and needs analysis. Performance & Instruction, 35(10), 10-13. https://doi.org/10.1002/pfi.4170351005
Answer to 1 of the Session Questions:
Yao’s QuestionYao, you asked a great question about resources for choreographing client conversations to shift from responding to a request for training to obtaining client support for improving performance. Unfortunately, I’m not aware of any printed literature on this topic. Guy or David may know of some.
In my experience, just about every performance consultant uses their own set of techniques to move from a client’s often well-meaning and ill-informed request for training to an opportunity to improve performance. That’s why I began inviting them to share their techniques in webinars you’ll find on our Boise State OPWL webinar page.
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After our start with Ken Yates from the University of Southern California, on September 22, 2021 we followed up with the following…