HPT Video: Bill Wiggenhorn

Bill Wiggenhorn

Bill hired me at MTEC – Motorola’s Training & Education Center in April 1981. It had to do directly with my use of the Rummler name. Years after I left in the fall of 1982 that MTEC organization became Motorola University and itself became associated with the creation and dissemination of Six Sigma – which also relates to the Rummler name.

I worked for Bill from April 1981 until November 1982 when I joined Ray Svenson’s firm, where my wife also worked, as Bill had suggested THAT to Ray a year earlier.

A couple of months ago I reached out to Bill about doing one of these HPT Videos – and he accepted.

And I must say – THIS is one of the best video interviews I’ve done – not because of me of course – and it is one of the first that I would recommend to others as a starting point for viewing some or all of the 92 videos in my collection.

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This video is 91:50 minutes in length.

More About Bill Wiggenhorn

Bill Wiggenhorn is an internationally sought-after expert in training and development, executive and leadership development, e-learning, marketing, and business strategy.

As chief learning officer at Motorola for 20+ years, starting in 1981, Bill Wiggenhorn established the benchmark corporate university. He expanded Motorola University (MU) to 101 education centers in 25 countries, building partnerships with universities, governments, and companies across geographic and political divides.

Wiggenhorn also has served as a senior learning and development executive at Xerox before Motorola, and chief learning officer at Cigna afterwards. He has consulted to clients representing industry, government, and not-for-profit organizations in 60 countries for the past 15 years at his current firm.

Currently, Bill is a principal at Main Captiva, a consulting firm that provides project management services. His focus is on executive development and talent management, custom-building solutions for his clients.

Bill Wiggenhorn holds bachelor’s and master’s degrees from the University of Dayton.

In 2013 ASTD, now ATD, awarded Bill a Lifetime Achievement Award. He has also received the McKinsey Award for the best article in the Harvard Business Review, “When Training Becomes an Education” from 1990.

He also sits on some Boards, including:

·      the ASTD Council of Governors,

·      Chairman of the Board of Directors of the Educational Testing Service,

·      the Emory University Business School Advisory Board,

·      the University of Tennessee Business School,

·      the Villanova University Engineering School Board,

·      the Institute for Work and the Economy at Northern Illinois University,

·      the Center for Creative Leadership Board of Governors,

·      the Rochester Institute of Technology President’s Council,

·      the USA National Commission on Education and The Economy,

·      and the Board of Directors of Smarter Solutions: an education company focused on improving quality in the work environment.

See the video for 2 additional boards that he serves on.

I included Bill in My First Friday Favorite Gurus back in December 2013 – read that here.

Check out Bill’s company website for Main Captivahere.

My HPT Video Series

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 are on YouTube and the index to them all and links to YouTube may be found  – here. There are now over 90 videos in my collection.

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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.

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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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Weekend Reflections

I’m Getting Knee Replacement Surgery Next Week

And I find myself thinking about that – and the competence I hope to experience next week – and I’m also reflecting on my experience with a Concern for Competence after a little accident in Hawaii, back in 2000.

I wrote about it a month later for my firm’s Quarterly Newsletter – and did a Blog Post about that a decade later.

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Here’s the start of that story..

Thursday, February 10, 2000

I just got back from a February vacation in
Hawaii—a day early. I hate when that happens.
Just had to cut it short.

I spent most of my vacation being very concerned
with competence—human competence. I was also
concerned with the competence of the environmental
assets with which humans interact. I was
seriously concerned. It was, at times, a matter of
life and death. I hate when that happens, too. Vacations
shouldn’t be so seriously concerned with
competence.

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We planned our early February warm weather trip
to have some fun in the surf and sun…as opposed
to a cold weather trip to ski in the snow of the
Rockies. This early February trip coincided with
our anniversary, The wife’s birthday, Valentine’s
Day, and some typically very cold Chicago
weather. Surf and sun usually win out in heavily
weather-weighted decision criteria. At least they
did this last time.

Off to a Bad Start
The trip began with a competence issue. The
travel agent screwed up (a technical term) the
original plans by not asking for a deposit on time
and by not using the credit card account numbers
already in the system. As a result, flight plans had
to be changed and I wasn’t happy. There were
other little things that were not quite right. Hence
my concern with incompetence.

With the recent air disasters, I was concerned
about fleet maintenance competence, pilot training
and testing competence, and I can’t forget the
baggage handlers. Then, the car rental counter
staff. Many vacations have gone very poorly when
these areas of competence are at issue.

The wife and I spent the first two days in beautiful
Honolulu right on Waikiki Beach. After the
long flight from Chicago, the sun and sounds of
the pounding surf were very relaxing. After three
years of Navy life back in the mid 1970s, I just
can’t go to that state without stopping by the Arizona
Memorial to pay my respects. No one
should. It is sobering experience. I thought of the
competence of the U.S. sailors, soldiers, and marines
stationed at or near Pearl Harbor in December
1942. I also thought of the competence of the
decorated heroes from across racial boundaries,
even way back then.

Then, I was concerned with the competence of
the serving staff and chef preparing my shellfish
meal at the ocean-side outdoor restaurant as we
toured Oahu for the day. Hoping for competence.

On day four we flew to Maui, where we were to
spend another seven days at a very nice resort.

More pilot and maintenance competency being
personally tested here by the tourists. And, then
we personally tested limo-driver competence, followed
by front desk, bell services, and finally
room services competence.

Looking for Competence
The next two days on Maui were spent relaxing on
the beach, catching some rays and planning “what
will we do with our limited time without running
ourselves ragged?” We saw the whales playing at
sea from our villa window and again from the
beach lying under the umbrellas, sipping from
cups embellished with little umbrellas and fruit.
“Bartender competency tests complete. Care for
another?” The wife smiled.

We planned a helicopter ride (with video) of the
entire island. Would the pilot be competent? What
about their maintenance crew and their suppliers?
Is the snack food okay?

We planned a snorkeling trip. How competent is
that crew in life saving and emergency procedures,
in teaching snorkeling techniques, and in driving
the boat?

We planned a drive to Hana that would take us
over 56 one-lane bridges and a night luau at Lanai.
My driving competency would be tested as well as
the wife’s patience.

We gladly left off golf, diving, horseback riding on
the beach or in the mountains, tennis, sailing, and
dinner cruises from the competencies we would
test. Enough is enough. Otherwise we were going
to need a vacation from our vacation. Sadly, there
wasn’t enough time. After these two days of carefree
planning with pure relaxation, we were ready
to explore paradise at a relaxed pace.

Sunday, February 4
Just before returning to our villa on Sunday afternoon,
we walked into the water to
splash around. A big wave came up and as it
passed, I dove into it back toward the shoreline. I
was going to body surf back to the shoreline just
as I had watched dozens of competent kids and
grownups do all afternoon.

The signs along the beach walkway had said to
never turn your back to the ocean. Many signs.
Many warnings. I did not competently understand
their true meaning. It turned out that I was incompetent.

As I dove into it, the wave hit me high and the
undertow hit me low. Remember the cartoons of
characters being tossed in a washing machine?

They spinned and tumbled. So did I.

I immediately lost all feelings in my arms after my
head hit the ocean floor. They hung limply by my
sides, floating listlessly, all akimbo in the aftermath
of my spinning and tumbling cycle. My eyes
opened despite the salt water. My mind raced.

Which way was up? Which way to shore? Was I
going to drown? The undertow was powerful, it
could take me out to sea. In a weird, slow-motion
speed my thoughts flashed to the controversial
Super Bowl commercial of Christopher Reeve
getting up from his wheelchair and walking.

I was scared. Very scared. Why did I flash on that?

This can’t be good. A diving experience came to
me and told me to slow my breathing down, way
down. I did. Competently.

My arms were useless. I could not motion with
them and push myself around. All I had going for
me were my legs. They were off the ocean floor
but sinking down and would soon touch. I understood
the potential of the undertow to carry me
away from shore and back out to sea and the need
to get planted and then push with my feet. But I
needed to get oriented and directed back to shore.
Which way to the shore? Which way out to sea?
When will my feet make contact?

When they did I pushed myself ahead in the direction
I was already facing. I couldn’t turn around
easily. My arms floated up and down at my sides
with the action of the waves. I could see the surface
of the water above me, it was a foot or two
away. I watched silently as the surface steadily
lowered itself to meet my waiting face with each
step I took. The top of my head broke through
first as I steadily pushed myself forward with my
feet. My arms hurt. Pain shot up and down. It felt
like a giant charlie-horse.

When I broke the surface, my scream for help was
only a whimper. My wife heard it but didn’t sense
an emergency. Luckily, she was looking for
me when I didn’t come up right away. She approached
me as another wave rolled over me. I
said, “My arm.”

For The Rest of the Story…

A Decade Ago I Personally Tested the Hawaiian Medical System’s Competence

Originally published 10 years ago in the CADDI Quarterly Newsletter “lean-ISD” in the Spring of 2000.

Next Up For Me … a Jiffy Knee Replacement

For those with a similar need – here’s information about the route that I chose:

https://jiffyknee.com/

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HPT Video – Chris Straley

Chris Straley

I only know Chris via Social Media and we just connected on Skype a week ago to discuss this video. But I have found his posts and writing interesting – especially those around measurement – so I invited him to do one of my HPT Videos. Please check it out.

From his website:

Chris worked in education for 20 years as a teacher, instructional designer, & learning manager for multiple Fortune 500s before founding IDG, a cloud-based SaaS platform that provides planning & measurement tools to assess training impact.

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This video is 18:16 minutes in length.

My HPT Video Series

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 are on YouTube and the index to them all and links to YouTube may be found  – here. There are now over 80 videos in my collection.

Slide5

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.

Slide6.PNG

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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April 1975 Was a Busy Time on the USS Okinawa LPH3

A Salute to All Who Served During Operations Eagle Pull and Frequent Wind

Eagle Pull – From Wikipedia

Operation Eagle Pull was the United States military evacuation by air of Phnom Penh, Cambodia, on 12 April 1975.

At the beginning of April 1975, Phnom Penh, one of the last remaining strongholds of the Khmer Republic, was surrounded by the Khmer Rouge and totally dependent on aerial resupply through Pochentong Airport. With a Khmer Rouge victory imminent, the US government made contingency plans for the evacuation of US nationals and allied Cambodians by helicopter to ships in the Gulf of Thailand. Operation Eagle Pull took place on the morning of 12 April 1975 and was a tactical success carried out without any loss of life.

Five days later the Khmer Republic collapsed and the Khmer Rouge occupied Phnom Penh.

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Frequent Wind – From Wikipedia

Operation Frequent Wind was the final phase in the evacuation of American civilians and “at-risk” Vietnamese from Saigon, South Vietnam prior to the takeover of the city by the North Vietnamese Army (PAVN) in the Fall of Saigon. It was carried out on 29–30 April 1975, during the last days of the Vietnam War. More than 7,000 people were evacuated by helicopter from various points in Saigon. The airlift resulted in a number of enduring images.

Evacuation plans already existed as a standard procedure for American embassies. At the beginning of March, fixed-wing aircraft began evacuating civilians from Tan Son Nhat Airport through neighboring countries. By mid-April, contingency plans were in place and preparations were underway for a possible helicopter evacuation. As the imminent collapse of Saigon became evident, Task Force 76 was assembled off the coast near Vũng Tàu to support a helicopter evacuation and provide air support if required. In the event, air support was not needed as the North Vietnamese paused for a week at the outskirts of Saigon, possibly waiting for the South Vietnamese government to collapse and avoiding a possible confrontation with the U.S. by allowing the mostly-unopposed evacuation of Americans from Saigon.

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I served as a DINFOS trained Journalist, PO3, aboard the USS Okinawa 1973-1975.

Time for reflections on this time of my life.

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My Thoughts on T&D – In Today’s Context

When I started in the biz – way back in 1979 – I quickly learned about the term “Analysis Paralysis” – as most clients complained about it – and many conference sessions attempted to address it.

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I found that clients were OK with Analysis – if it’s cycle time and costs were predictable.

Learn how to do it quickly and how to quickly size up the cycle times and costs – including the time burden on everyone you will need to engage.

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HPT Videos – The Langdons

Kathleen & Danny Langdon

This past Monday I met with both Kathleen and Danny via Skype to conduct another set of HPT Videos – and did another video with Danny focused on his remembrances of The Tucson 7.

I met Kathleen – and Danny – in September 1979 at my first NSPI Chapter meeting. Danny was the speaker that night. Kathleen was one of the officers of MSIT – the Michigan Society for Instructional Technology – back when “we” were IT – before MIS changed its name and we lost out to Data/Information. Ah. The old days.

Performance International

Check out their website – here.

See more about each of them below – after the 3 videos.

Their newest book trilogy – here.

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Kathleen Whiteside Langdon

Danny Langdon – Part 1

Danny Langdon – Part 2: On the Tucson 7

Kathleen

Management Development – Training Management – Organizational Development

Contact Kathleen: ksw602@performanceinternational.com

Accomplished senior management consultant skilled in the analysis necessary to identify performance problems among employees, supervision or senior management. Based on analysis, prepares strategic solutions and implements tactical programs that improve individual and group performance.

  • Kathleen WhitesideAnalyze Performance Problems
  • Improve Communication
  • Develop Instructional Materials
  • Facilitate Meetings
  • Introduce Organizational Change
  • Design Organizations
  • Resolve Conflict
  • Facilitate Decision-Making
  • Develop Policies and Procedures
  • Improve Team Functioning
  • Develop HR Strategies
  • Coach Managerial Performance

Professional Background

1994-current: Performance International, Santa Monica, CA. Partner and Consultant

1988-1994: K.S. Whiteside & Associates, Santa Monica, CA. Founding Director: Performance Improvement Consultant

1985-1988:  Harper-Grace Hospitals Detroit, Michigan Corporate Director, Human Resources Department

1977-1985: Harper-Grace Hospitals Detroit, Michigan Manager and Corporate Director, Training and Development

Prior to 1977:  Taught at Wayne State University, Detroit College of Business, instructional designer for J.L. Hudson Company (retailer), Prudential Life Insurance Company, and MIND, Inc.

Professional Affiliations

President, International ISPI, 1993-94; Vice-President, National Society for Performance and Instruction (NSPI), 1983; Member, Toastmasters, International; Member, California Leadership; Vice Chair, California Leadership Alumnae Association.

Publications

Books: “Intervention Resource Guide: 50 Performance Improvement Tools,” Jossey-Bass Publishers, 1999.

NSPI Performance and Instruction Journal, ASTD Research series, Training Magazine, “Managing the Training Department: The Good, the Bad, and the Solution,”; “Redefining Jobs in the Changing Workplace,” HR Magazine, May, 1996.

Education

MA, Wayne State University; BA, The Benedictine Colleges.

Accomplishments as a Consultant

  • Completed reorganization for a non-profit organization with $2 million in revenues and long history of dissension among managment.
  • Co-developed and facilitated an off-site for all 45 Coast Guard Admirals to determine the current and desired state of the Quality Initiative in the US Coast Guard.
  • Facilitated job modeling and definition of numerous jobs for diverse clients such as Southern California Edison, Allstate, Prudential Insurance, Merisel Corporation, Nissan Motors, Plexus, and others.
  • Managed the Technical Training Department of SCE’s Customer Service Department for 6 months. Conducted search to find replacement.
  • Developed a Human Resources Strategy for a business unit of a major utility. Roll-out included slide shows and brochures for 200; training for 200 to cascade information, including a model presentation, practice, video-taping, feedback and opportunities to develop answers to tough questions.
  • Established the Organizational Development capability for the Corporate Training Department of an 18,000 employee organization undergoing major change.
  • Developed a 6-volume model for the design of instruction, which served as an instructional and project management tool to improve the performance of training supervisors.
  • Coached and trained executives on interpersonal skills and conflict resolution. Brought two peers into agreement for first time in 3 years.
  • Trained 20 public school teachers on time management, conflict resolution and project leadership. Designed, developed and taught materials. Reported to have had significant impact on their ability to meet new challenges.
  • Facilitated a team charged with changing the culture of an organization by means of institutionalizing Project Management skills and procedures.
  • Developed a team made up volunteers, scattered across the nation, charged with putting on a five-day conference attended by 1500 people. Generated $450,000, all-time record, from the event.
  • Took 10 Corporate Executives to the White House to present on ways to improve performance in American businesses.
  • Facilitating monthly management meetings for a consulting firm to improve both its management practices and team work capability. Three year assignment has increased profits by 20%; improved products in marketplace.
  • Completed a management analysis and designed improvements in the Customer Service Department of a major utility. Utilized team-building, stand-up training, management coaching, policies and procedures development, performance plan development and change management to a diverse staff of line managers.
  • Wrote the Participant’s Manual for a 5-week, satellite-based teacher in-service on reducing drug usage among young people.
  • Past International President of 10,000 member organization devoted to performance improvement in groups and individuals.
  • Co-developed and co-presented a course called, “How to Become a Performance Technologist” to in-house change agents and through national conferences of the two major professional societies in the field.

Danny

Total Quality Management – Project Management – Performance Design

Contact Danny: dannygl@performanceinternational.com

Danny G. LangdonDanny, M.Ed., is a recognized international expert on the definition and refinement of work. He is one of the leading experts in performance improvement systems in business. He is the author of seven books in the field of Instructional and Performance Technology, has chapters in a dozen other books, and has published many articles. His major accomplishments include being a past international president of the 10,000 member International Society for Performance Improvement, an Honorary Life Member of ISPI, a presentation on “Productivity and Competitiveness” presented at the White House, the innovation of effective management training systems, innovation of several new instructional design (training) delivery systems, an innovative approach to Total Quality Management, and the innovator of the Language of Work Model™ for business and organizations.

Danny with professional colleagues and friends discussing Human Performance Technology

Among other positions spanning 40 years, Danny is the former Director of Instructional Design and Development for the American College, Director of Corporate Training for the Morrison Knudsen Corporation and Director of the TQM Process for International Technology. He was one of the original Peace Corps volunteers serving in Ethiopia. He now runs his own consulting firm specializing in the Language of Work™ approach to business/work understanding and improvement.

Visit Danny’s Amazon Author Page

Capabilities

  • Analyze Performance Problems
  • Teach Instructional Design
  • Develop Instructional Systems
  • Improve Job Understanding
  • Develop Presentations
  • Align Organizations
  • Teach Performance Technology
  • Facilitate Decision-Making
  • Improve Business Units, Processes, Jobs, Work Groups
  • Speaker, Author, Writer
  • Job Modeling

Professional Background

1993-Current:  Performance International Partner

1990-1993: International Technology Corporation, Torrance, California Director, Total Quality Management

1979-1990:  Morrison Knudsen Corporation Boise, Idaho. Director of Corporate Training

1969-1979:  American College of Life Underwriters Bryn Mawr, Pennsylvania. Director of Instructional Design and Director of Instructional Design Research.

1967-1969:  General Programmed Teaching Palo Alto, California Manager, Instructional Design

1965-1967:  Job Corps Center, Pleasanton, California, Instructor and Supervisor, Instructional Materials

1962-1964:  US Peace Corps Peace Corps Volunteer Teacher, Chemistry Harar Teacher Training Institute Harar, Ethiopia

Publications  and  Accomplishments

Books:

President, International ISPI, 1989-90.

Led White House Briefing for Special Assistants To President Bush on Increasing Productivity & Competitiveness Using Performance Technology.

Book: “Interactive Instructional Designs for Individualized Learning,” Educational Technology Publications, 1973.

Series Editor & Contributor, Instructional Design Library, Educational Technology Publications, 1978 and 1980. 40 books on different Instructional Design strategies and formats.

Originated the Individual Management Development Program (IMDP) for identifying and meeting individual development and training needs of management/supervisory personnel; originated the Construct Lesson Plan (CLP): An instructional learning system for improving group classroom instructional efficiency and effectiveness; originated the Information-Visualization System: This method allows an accurate and convenient method of showing how to select the best way(s) of visualizing information for instruction or general presentation.

Developed and implemented a bilingual training program for use in Colombia, S.A.

Developed one of the leading performance models for aligning and improving business performance.

Awards

National Society for Performance and Instruction:

  • Outstanding Performance Aid
  • Outstanding New Systematic Approach

Education

B.S. Ed., Chemistry; University of Idaho
M.Ed., Secondary Administration; University of Missouri

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