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Why aren't more of us engaged at work? | Jeff Havens | TEDxNormal

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What is Human Performance Improvement?

The Human Performance Improvement process is very similar to Human Performance Technology. HPI provides you with a systematic process to follow on what can often be a not-so-systematic path.

In addition to identifying human performance gaps and their possible solutions, this standardized approach offers the ability to measure the success of your efforts and eliminate the guesswork that follows when a performance gap must be evaluated.

HPI is results-based and systematic. Rather than focusing on a 'wants-based' or 'needs-based' approach, HPI follows a 'results-based' approach to improving performance, distinguishing it from many HRD (human resource development) activities. The process is driven by a business need and a performance need, justified by the results of a cause analysis.

The Human Performance Improvement process is very similar to Human Performance Technology. HPI provides you with a systematic process to follow on what can often be a not-so-systematic path. In addition to identifying human performance gaps and their possible solutions, this standardized approach offers the ability to measure the success of your efforts and eliminate the guesswork that follows when a performance gap must be evaluated.

HPI is results-based and systematic. Rather than focusing on a 'wants-based' or 'needs-based' approach, HPI follows a 'results-based' approach to improving performance, distinguishing it from many HRD (human resource development) activities. The process is driven by a business need and a performance need, justified by the results of a cause analysis.

HPI for Your Business

The HPI process helps you to articulate your business goals, link these goals to human performance, diagnose the current state of performance in the organization, find the root causes for performance deficiencies, implement solutions, and evaluate the results of the interventions.

Being business focused means having a clear understanding what your organization's strategic priorities are and using those priorities to guide your management decisions.

The process of analyzing performance begins with a analyzing your business, which allows you to focus on the goals for your business.

While you may believe that your business goals are clear and understood by everyone within your business, this assumption is often wrong. If your business is typical, most of your employees will have difficulty stating what your business goals are and identifying how their work assignments affect those goals.

HPI Begins With Your Goals

A business-focused approach to applying HPI to your bottom line begins by identifying what the key business goals are for the client or organization. You business goals could include:

Goals for the entire organization,

Goals for a department within your organization,

Goals for a specific team or unit, or

Goals for a function.

In a large and complex organization, there are usually a variety of business goals at different levels of the organization.

Individual Performance and Business Goals

Performance by individual's results in output for your business or organization, but HPI begins at the end of the process, considering the business output or goals of the business, and then applying those goals backwards to the departments, teams, and individuals who will work towards satisfying those goals. The process of identifying your business goals is critical to applying HPI to your business.

Once you have identified your goals, it's important to verify that you have set a realistic target. Your business goals should be:

Quantitative, meaning you should have a definite understanding of when the goals have been met, and time limited, meaning that you have a definite schedule when you can ascertain whether the goal has been achieved.

Individual Performance and Business GoalsPerformance by individual's results in output for your business or organization, but HPI begins at the end of the process, considering the business output or goals of the business, and then applying those goals backwards to the departments, teams, and individuals who will work towards satisfying those goals. The process of identifying your business goals is critical to applying HPI to your business.Once you have identified your goals, it's important to verify that you have set a realistic target. Your business goals should be:Quantitative, meaning you should have a definite understanding of when the goals have been met, and Time limited, meaning that you have a definite schedule when you can ascertain whether the goal has been achieved.
Gap Analysis Aims At Improving Performance
The process of analyzing performance always begins with business analysis, which allows us to identify the gaps in performance. HPI takes into account the Influences that affect your business, the Tasks that form the daily workload in you business or departments, the Processes that are needed to deliver the Outcomes desired, and the final Goal that your business seeks to satisfy. The difference between the beginning point (current performance level) and the endpoint (desired performance level) is the performance gap.

Business Analysis

The first step in Gap Analysis is to determine your business goals and clarify the relationship of the goals to the performance your employees' performance. The HPI analysis must start by identifying the key business goals, and then consider the performance gaps that can be addressed to help your business work towards those goals.

Performance Analysis

Once you have determined what organizational goals are not being met because of a performance gap, you can take steps to close that gap. This will result in the desired performance state.

Working To Identify Performance Gaps

The gap analysis process is accomplished through discovery and inquiry:

Who is the customer, or who is affected

Identify business goals

Whose performance is the problem

What is the actually performance level

What is the desired performance level

Determine what performance is critical to achieve those goals,

Determine which performance outcomes have significant gaps,

Figuring out what has caused those gaps.

Prioritize Your Performance Gaps

Note that although you may have identified a performance gap, it doesn't mean it's worth closing that gap. The best value to your business is to focus on performance gaps that will make an impact in reaching your business goals.

The next step is to determine the priority of the gaps:

How important is the identified gap?

How often does the gap occur?

How costly will it be to resolve the gap?

Cause Analysis
Overcoming Assumptions
It is important to understand what your goals are, and to see how the steps you are undertaking will work to complete the goals. It is critical to suspend solutions until the true root cause(s) is identified. We do not presume that training is the solution for a given performance gap. Cause Analysis is used to determine why the performance gap exists, then we chose the most effective intervention.
Defining Cause Analysis
Cause analysis starts at the end of the business process, identifying the goals of your business and then identifying the contributions of the departments, units, and individuals that produce the outcomes that satisfy those goals.

Once the goals and outcomes have been identified, Cause Analysis considers the processes that produced the outcomes, the tasks that make up the processes, and finally the initial influences that affect the accomplishment of each task.

Causes of Performance Gaps

The cause behind a performance gap might be training, but often there are other causes:

A lack of knowledge or skill on the part of workers can often be corrected with some coaching, job instruction, a job aid or a support tool

A lack of resources to do the job (human, physical, financial)

Aproblem with the structure or process of the work flow

A need for more information - which might be in the form of just being able to access the information when needed, just when it is needed

A lack of leadership or a change in leadership

A lack of consequences or information regarding the consequences of poorly done work

Motives or expectations

Inadequate feedback

Lack of capacity by an individual to perform, due to poor hiring practices, selection practices or promotion policy.

Cause Analysis Tools

Observation is a powerful method of identifying key performance, because it enables you to see how one employee or department has better results than another employee or department. This is a similar process to identifying what the core competencies are within your business.

Other tools we use include:

Structured brainstorming

Fishbone diagrams

Five Whys

Surveys

Interviews and focus groups

Review of performance data and other data

Records review (e.g. performance appraisals, hiring process, maintenance records, etc.

Levels of Causes

Performance gaps can occur in three levels of the organization:

Organizational Level

Process Level

Job/Performer Level

Systems Thinking

One of the cornerstones of HPI is the concept of systems thinking. Organizations are complex systems! Taking a holistic view of the entire system is critical if performance improvement is to be achieved. Merely tweaking various parts of the system will yield only marginal or unsustainable results.

Geary Rummler and Alan Brache have defined the three levels of performance, along with the three factors that determine effectiveness at each level.

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The Engagement Effect: Human Performance Improvement

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The Human Performance Improvement process is very similar to Human Performance Technology. HPI provides you with a systematic process to follow on what can often be a not-so-systematic path. In addition to identifying human performance gaps and their possible solutions, this standardized approach offers the ability to measure the success of your efforts and eliminate the guesswork that follows when a performance gap must be evaluated.

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HPT (human performance technology), HPI (human performance improvement), performance consulting, and performance improvement all refer to an approach or process that has certain common principles. It:

focuses on business goals plus performance outcomes or accomplishments

is systematic and systemic (it considers more than training, organizational development, or process improvement as a possible solution; instead it looks at the system)

identifies performance gaps

determines the causes.

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HPT (human performance technology), HPI (human performance improvement), performance consulting, and performance improvement all refer to an approach or process that has certain common principles. It: focuses on business goals plus performance outcomes or accomplishments is systematic and systemic (it considers more than training, organizational development, or process improvement as a possible solution; instead it looks at the system) identifies performance gaps determines the causes.

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A great infographic with recent data and practical advice on how to motivate employees, courtesy of Business-Management-Degree.

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Managing a team does not make you a leader, and ineffective leadership often results in poor performance and high turnover. In fact the no 1 reason people quit their jobs is a bad boss. Possessing the right qualities to lead and inspire a team can be both rewarding and a real challenge.

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We are all wanting to grow and better ourselves, but we don't always know how. Here are seven tips to get us all on the right track!

1. Stay "Future-Focused"

I wouldn't say that I'm someone who thinks a lot about my past, but I know many who do. I actually do fairly well living in the present, but I know I would experience more growth if I spent time dreaming about the person I want to become in the future. Rather than all the "should've done" pep talks, ask yourself curious questions about how you can take action NOW to become who you want to be LATER. Don't dwell on your past. Let your thoughts be consumed with possibilities rather than defeat and limitations. Each new day is a chance to better yourself. Don't define yourself by who you once were because you have all the potential and power in the world to become the best version of yourself in the future. It starts today!

2. Feel All Emotions

As someone who spent most of her life wearing a blindfold and ear plugs to avoid pain at all costs (though some has been unavoidable), I have learned that the most growth happens when I put aside everything I use to distract myself (Netflix, Facebook, busyness, etc.) It's easy to run away from negative emotions. But allowing yourself to feel and work through difficult times is the only way you will really experience transformational growth. Each time you overcome an obstacle proves to yourself that YOU ARE STRONG and have the abilities needed to overcome. Learn how to find your joy among the sadness and sink into ALL of your emotions as they come.

3. Set Boundaries

To learn more about setting boundaries, read this article. Boundaries are put in place to protect yourself, not to control other people. Don't create unnecessary drama in your life because you aren't able to effectively set boundaries.

4. Commit To Healthier Habits

We all have habits - some are good and some are bad. Work toward replacing the bad habits with ones that honor the person you hope to become - a healthier, better you!

Here are some examples:

-Drink more water.
-Stop eating when you're full.
-Give your body movement and fresh air each day.
-Practice self-care to avoid burnout.

5. Practice Gratitude

I find complaining much more natural. Probably because my kiddos are at the ages where complaining is one of their favorite hobbies. It's easy to let it rub off on me. But when I'm intentional about practicing gratitude, I experience so much genuine happiness that can't be found elsewhere. Replace your usual complaints with expressions of gratitude. Among all the things that are wrong, point out the things in your life that are right! You'll be surprised how many you can find when you look!

6. Cultivate Generosity

Selfishness is another thing that comes naturally to all of humanity. But try to step outside of yourself and cultivate a spirit of generosity. Loving others through generous service not only deepens relationships but also makes you an overall happier person!

7. Give Yourself Grace

Stop being so hard on yourself. The key to experiencing growth and becoming the best version of yourself is to give grace to who you already are and love yourself along your journey.
Tell us in the comments, what is going to be your first step toward a better you?

Amanda is a wife, mother, writer/editor, and certified life coach. Pen and paper make her spirit come alive. She spends her creative time reading, decorating, and handwriting fonts. Her world is better with an assortment of chocolate and a packed bag ready for travel. She works each day to be a creative maker, storyteller, and dream-chaser.

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We are all wanting to grow and better ourselves, but we don't always know how. Here are seven tips to get us all on the right track! 1. Stay "Future-Focused" I wouldn't say that I'm someone who thinks a lot about my past, but I know many who...

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Your words are among your greatest tools. They're a window into your vision, your values and your abilities. So, whether you're running a giant organization or just trying to herd a group toward a certain outcome, there are messages you need to communicate constantly in order to lead effectively.

Start every day planning to say each of these things to at least one person, and watch the results:

1. "This is the situation."

People want to know what's going on. Odds are, they'll find out anyway, or worse, fill in the gaps with conjecture. When you keep important things excessively close, you sap morale, rob yourself of your team's insights, and make people feel undervalued. Sound crazy to let them in on everything? Walmart founder Sam Walton did it for decades, and he did okay.

A leader is supposed to lead. People will offer great suggestions, especially if you're saying and doing everything else on this list, but you need to be able to make decisions and stand behind them. Your team needs to know where you're trying to take them, and how. Also, don't forget the crucial corollary: You need to be able to say "no," especially to moves that would be inconsistent with your plan.

This is crucial for two reasons. First, people need to know that you care about them on personal and professional levels, and that you want them to succeed. Second, if you've put together a great plan, you need to leverage every person's abilities to the maximum extent possible. If they are not able to give it their all, you want to know why.

Let people know you're more interested in finding good answers than hearing yourself speak. Give others implicit permission to share their opinions--or heck, invite them explicitly, if you have to. Staying quiet is an invitation for others to offer ideas and insights.

5. "Remember our values."

You can't possibly stare over the shoulder of every person making decisions that affect your organization, but you can remind them to make choices that the rest of their team will be proud of. Reminding people of your values requires, of course, that you can actually articulate shared values.

If you can't trust the people on your team, then they shouldn't be on your team. You need to trust their integrity, their judgment, their confidence and their passion--and you need to ensure that they understand how much you depend on them.

7. "You can count on me."

The flip side of that last point is true as well. If your team can't trust you, they shouldn't do you the great honor of letting you lead them. So tell them you've got their back, and then work like hell to fulfill the promises you make.

Don't create a culture in which the only reward for great work is more work. Instead, make it a practice to celebrate your wins, both large and small. This can mean big parties and bonuses, but it can be just as important to call people out for great work and congratulate them for their milestones--both professional and personal.

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Your words are among your greatest tools. They're a window into your vision, your values and your abilities. So, whether you're running a giant organization or just trying to herd a group toward a certain outcome, there are messages you need to communicate constantly in order to lead effectively.

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Managing a team is a balancing act between achieving results, ensuring your team members are happy and finding your own fulfilment. It truly is an art form.

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This Pin was discovered by Te-Juan Anderson. Discover (and save!) your own Pins on Pinterest.

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Missing the obvious in employee recognition | Claire McCarty | TEDxUWRiverFalls

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When you work for yourself and must juggle all of the demands that come with running your own business, it can sometimes be hard to stay motivated. You might get tired, lose momentum, or even feel discouraged by competing demands on your time. Staying motivated can be one of the toughest challenges that a sole proprietor faces, because there's no one else around to give you a pep talk. It's just you.

The good news is that you can be your own cheerleader and drill instructor, capable of inspiring and pushing yourself to keep going Here are seven simple ways you can keep yourself motivated, even on the toughest days.

1. Celebrate your "done" list.

When you work for yourself, you may agree you can't live without a to-do list to get stuff done. But for those who work for themselves, to-do lists can also become merciless taskmasters because there's just a never-ending number of things to actually do. That can be discouraging.

That's why taking a moment at the end of your day to look at everything you accomplished is a good way to keep yourself motivated. Don't look at the things you didn't get done; look at all the tasks you checked off your list, and really celebrate the good day's work you put in. It can give you a boost to your pride that will carry over into the next day.

2. Don't start your day with email messages.

When you start your day, it's very easy to sit down at your computer and default to checking your email messages. Don't. According to New Republic, studies have found that the two hours right after you wake up are the most productive, and emails are not the best use of that productive time. Keeping yourself motivated means gaining momentum at the start of your work day. Email messages won't do that. Email messages are housekeeping. They are passive mental activities that don't take advantage of all you can do. What's more, if you start your day facing a full inbox, you'll immediately feel like you're already behind.

So, don't open that inbox in the morning. Instead, grab a notebook and brainstorm new business ideas or get to work on that huge Excel spreadsheet project you have to tackle. If you start your day with something else, you'll get more done, which will make you feel more accomplished, which in turn will motivate you to keep that momentum going.

3. Tackle your work one inch at a time.

In a book about writing called Bird by Bird, Anne Lamott explains how she keeps a one-inch frame by her desk. Why does she keep such a small frame there? Well, when she feels like she can't write anymore (or doesn't want to), it can be hard to motivate herself to keep working. In those moments she looks at that small frame and tells herself to write just enough that, if she printed her work out, it could fit into that one-inch frame. Because it's such a small space, it doesn't take a lot of writing to fill it.

That's what makes it easy for her to say, "Okay, I may be stuck, but I definitely can at least do that little bit more." So, she does it. When she does, she realizes that it didn't require much effort, and she could probably do the exercise one more time. So, she feels motivated to set herself that goal again and again until she has her momentum back.

You can apply the same principle to your business. If you're not motivated, or are lacking energy, set yourself a small goal. Tell yourself you'll do one more email, five more Excel rows, or one more call to a customer. Chances are that every small goal you complete will keep you motivated to do more and more.

4. Think about giving up.

You are going to have some bumpy days when you work for yourself. There are times where you won't feel motivated because you'll feel that everything is impossible, and you're not sure how to keep going. When that happens, think about giving up.

We're not saying actually give up. Just think about it.

What would that be like? How would it make you feel? Once you start to imagine that, you'll start realizing that you don't want to give up, that you love what you do, and you'll remember why you do it. You'll probably even think of those moments of pride you felt doing what you're great at. In the process, you'll reawaken your enthusiasm and passion, as well as get the motivation you need to throw yourself right back into your work.

5. Complete one task that will make your day a success.

When you sit down to make your daily to-do list, be sure to ask yourself one important question: "What one big task should I complete to make me feel like this day was a success no matter what?" When you have your answer, circle that task and prioritize it. This trick isn't just a strong motivator to get that important task done. It's also helpful for those days when everything falls apart on you and nothing else gets done, because you'll still end your day with a sense of accomplishment.

6. Turn off your inner perfectionist.

Nothing is more poisonous to motivation than perfectionism. Having a voice in your head that's constantly saying, "Not good enough," is going to make your job very difficult. It wants to sabotage you. It wants you to feel defeated before you've even had a chance to succeed. You've got to tell that voice to take a hike. Yes, that's obviously easier said than done. But there are ways. Breaks, meditation, and exercise can keep the voice quiet for a while because you're not doing anything it can criticize. There are also many books on perfectionism to consult, or exercises that can help you ignore your inner perfectionist.

7. Keep inspiration close.

It's a simple trick, but it works--and after all, who doesn't need inspiration sometimes? Especially when you work for yourself and don't have others around for pep talks when it feels like your work is unmanageable. So, to stay motivated every day, find something that gets you really inspired--a quote, a compliment from a client, an article--and keep it handy near your work space. You could frame it and hang it on your wall or place it on your desk. You could write it on a Post-it and stick it on your computer.

Personally, I love to bookmark inspirational passages in a book or two. I keep them on my desk and every time I read them, I feel like I'm discovering them all over again. However you want to do it, just have something nearby that can support you with the wisdom of others, so you can be motivated toward success.

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7 Tips and Tricks to Keep Yourself Motivated in Any Situation

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When you work for yourself and must juggle all of the demands that come with running your own business, it can sometimes be hard to stay motivated. You might get tired, lose momentum, or even feel discouraged by competing demands on your time.