HPTadiscipline

HPT: A Discipline, Attitude, & Approach: 

  HPT: A Discipline, Attitude, & Approach Judith A. Hale, Ph.D, CPT Ibstpi Fellow 9s211 Graceland Street Downers Grove, IL 60516 630-427-1304; 1306 fax haleassoci@aol.com www.HaleAssociates.com.

Objectives: 

Objectives Offer a perspective about: What distinguishes our discipline from others engaged in performance improvement What is it about our attitude and approach that allows us to work effectively with functional and dysfunctional organizations

Performance & Improvement: 

Performance & Improvement Performance is worthy work – outputs/outcomes of value. Accomplished in ways that are efficient, effective, and ethical with minimal negative fallout. Performance improvement is helping groups do worthy work as measured in: Higher productivity Improved outputs Less negative fall out

Slide4: 

HPI and HPT Human Performance Improvement is the goal. Human Performance Technology is the means for achieving the goal. HPT is a recognized body of professional knowledge and skills whose aim is the engineering of systems that result in accomplishments that the organization and all stakeholders value. Many people talk about HPI in loose terms and confuse ends and means. HPT is a disciplined professional field that is systemic in its vision and approach, systematic in its conduct, scientific in its foundation, open to all forms of intervention and focused on achieving valued, verifiable results. Harold Stolovitch

HPT is a Discipline: 

HPT is a Discipline We are a profession as defined by the Department of Labor and the Society for Human Resource Management in that we: Have a defined body of knowledge A code of ethics A professional credential A professional society Engage in research and professional development

HPT is a Discipline: 

HPT is a Discipline We have a system of rules that govern our conduct and activity Focus on results Think systemic Add value Partner or collaborate Employ a systematic process

HPT is a Discipline: 

HPT is a Discipline We apply a technology to improve performance: We employ a scientific method for achieving a practical purpose We operate from a set of principles and procedures to define the problem, collect data, and to test our hypotheses

HPT is an Attitude: 

HPT is an Attitude Engagement is key Honor the other people’s perspectives Get our measures in the beginning Trust but verify others’ opinions and data Solutions are vehicles for shaping behavior

HPT is an Approach: 

HPT is an Approach Work smart Listen to gain understanding. Engage clients and stakeholders in the process of discovery, diagnosis, and implementation so to get mutual and ongoing commitment to a solution. Begin with end in mind Get success measures up front Establish the baseline Develop a hypothesis and get the facts to support or reject it Honor the constraints and limitations of the organization Leverage data already being collected

What Distinguishes HPT: 

What Distinguishes HPT We are uniquely prepared to address ill-structured problems: Multiple ways to define the goal Multiple paths for achieving the goal Accomplishment done over a period of time Context of application is unique

What Distinguishes HPT: 

What Distinguishes HPT Our systematic process is a heuristic not a procedure It aids in discovery, learning, and problem-solving It includes formative feedback so we can adapt and adjust as needed Ken Silber, Ph.D., CPT

What Distinguishes HPT: 

What Distinguishes HPT We are solution neutral: We guide clients to the appropriate set of solutions We may have a hypothesis, but we test it out before we suggest a course of action

What Distinguishes HPT: 

What Distinguishes HPT We see solutions as vehicles not artifacts To achieve congruence and clarity To improve efficiency To improve capacity, capability & resiliency To move people to action To align goals, results, & consequences

What Distinguishes HPT: 

What Distinguishes HPT We work with organizations as open systems: Required Emergent Facilities Technology Resources Competencies Rewards Environment Feedback Culture

What Distinguishes HPT: 

What Distinguishes HPT We work within constraints Limited resources Conflicting goals Personal peccadilloes, agenda

Role: 

Role Our role is to engage (build relationships) with the client so to: Help determine or clarify the need Scope the project Get success and baseline measures Explore and get agreement on possible solutions Perhaps broker services Perhaps help with the design, development, implementation, and evaluation of the solutions

The Big 4: 

The Big 4 Keep the results in mind – everything has a purpose, even dysfunctionality Think systems – a direct line is not always the shortest route Partner or collaborate - earn people’s trust, give away the glory Add value – build your bank account

Summary: 

Summary HPT is a discipline, attitude, and approach As a discipline, it requires us to master solving ill-structured problems and the use of heuristics As an attitude, it requires us to value the contributions of others yet be skeptical enough to want evidence As an approach, it requires us to think in terms of minimalism, do just enough to be effective.

Where to learn more: 

Where to learn more Broad, M., Beyond Transfer of Performance, Engaging Systems to Improve Performance, (San Francisco, CA Pfeiffer, 2005) Byrd, R., A Guide to Personal Risk Taking, (New York, NY, AMACOM, 1974) Hale, J. Performance Consultant’s Fieldbook, 2nd ED (San Francisco, CA Pfeiffer, 2007) Hawken, P., The Ecology of Commerce: A Declaration of Sustainability, (New York, NY, Harper Business, 1993) Mourier, P. & Smith, M., Ph.D., Conquering Organizational Change (Atlanta, GA, CEP Press, 2001) Schwartz, P. The Art of the Long View (New York, NY, Double Day, 1991)

Judith A. Hale, Ph.D., CPT: 

Judith A. Hale, Ph.D., CPT Judith is the author of Performance Based Evaluation, Performance-Based Certification, Performance Consultant’s Fieldbook 2nd ED, Performance-Based Management, and Outsourcing Training and Development (Jossey-Bass). She is the architect of the CPT certification offered by ISPI. She has been a consultant to management for over 25 years. She specializes in certification and performance improvement. Haleassoci@aol.com 630-427-1304