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LEADING INNOVATION, ENDLESS POSSIBILITIES 

THE 

Performance 

Improvement 

C O N F E R E N C E 

Gold Sponsor 

Silver Sponsors 

Bronze Sponsors 

April 18–23 

Toronto, Ontario, Canada 

International Society for 

Performance Improvement

ISD - TRAINING SYSTEMS AT UMBC 

Master’s in Instructional 

Systems Development - 

Training Systems 

Graduate Certificate: 

Instructional Systems Development 

Instructional Technology 

Distance Education 

WWW.UMBC.EDU/ISD

Welcome to Toronto and 

THE Performance Improvement Conference 

The 2012 conference represents a significant milestone for the Society and its members. 

In addition to being ISPI’s 50th anniversary, it is also the 20th anniversary of our partnership 

with John Wiley & Sons and the publishing of the Handbook of Human Performance 

Technology and the 10th anniversary of the Certified Performance Technologist (CPT) 

designation. Anniversaries give us the opportunity to reflect on our accomplishments and 

prepare for the challenges of the future. 

What has happened over the last 50 years gives evidence to ISPI’s commitment to our principles 

and our willingness to grow in response to our clients’ and members’ needs. For example, 

we continue to be evidence-based in our approach to improving individual performance; 

however, we expanded our work to include organizational performance. We began with a 

dedication to developing people’s job proficiency, yet soon broadened into finding ways to 

improve how work and the workplace support performance. Now, we are open to applying 

our systematic process to address many of society’s challenges from education to healthcare. 

We continue to have a strong military presence amongst our members; yet, we now reflect all 

industry sectors from automotive, education, energy, finance, government, retail, telephony, 

transportation, and more. We started with a very regional focus, and today, our international 

reach is evidenced by our having members in 56 countries and CPTs in 31 countries. 

Under the guidance of Harold Stolovitch and Erica Keeps, we produced the first Handbook 

of Human Performance Technology, a task many thought impossible. Today, we not only have 

the 3rd edition of the Handbook edited by James Pershing, but we have produced specialty 

handbooks on instructional design, measurement and evaluation, and non-instructional 

interventions. In addition, we continue to recognize proficiency, commitment, and accomplishment 

through our expanding awards program, our new evidence-based school improvement 

specialist certification, and our evidence-based accreditations for performance improvement 

programs and functions. 

So, please celebrate these anniversaries with me. Welcome our masters speakers from Canada, 

China, Germany, Ghana, Macedonia, and South America. Take part in our Research-to- 

Practice Symposium. Be open to the ideas expressed by our keynote speakers whose messages 

build on our past while preparing us for the future. Delight in the opportunities available 

during the Chat ‘n Chew and Anniversary Barrel, and finally take advantage of the numerous 

educational sessions and networking opportunities. 

Welcome, and I look forward to meeting each of you. 

Happy Anniversary ISPI! 

Judith A. Hale, CPT, PhD 

2011-2012 ISPI President

Board of Directors & Conference Committee 

2011–2012 

Board of Directors 

President 


Hale Associates 

President-Elect 

Jack J. Phillips, PhD 

ROI Institute Inc. 

Immediate Past-President 

Miki M. Lane, CPT 

MVM Communications 

Director/Treasurer 

Lisa Toenniges, CPT, MEd 

Innovative Learning Group 

Director 

Ingrid Guerra-López, PhD 

Wayne State University 


Steven J. Kelly, CPT 

KNO Worldwide 


Dawn Papaila, CPT 

WLP Consultants 

International Director 

Luise Schneider, CPT 

Performance Design 

International GmbH 

Executive Director 

April S. Davis, CAE 

ISPI 

ISPI is pleased to announce the following 

individuals will be joining Jack Phillips, 

Steven Kelly, Ingrid Guerra-Lopez, Judith 

Hale, and April S. Davis on the 2012-2014 

Board of Directors. 

President-Elect 

Lisa Toenniges, CPT, MEd 

Innovative Learning Group 

International Director 

Lucy Surhyel Newman, 

CPT, DBA 

FITC 


Cathy Brown 

Institute of Nuclear Power 

Operations 


Brett D. Christensen, CPT, 

MSc, CTDP 

Canadian Forces 

50th Anniversary Taskforce 

Taskforce Chair 

Margo Murray, CPT 

Roger Addison, CPT, EdD, Deputy Chair 

Taskforce Members: Clare Elizabeth Carey, 

CPT, Jeanne Farrington, CPT, EdD, Carol 

Haig, Dick Handshaw, CPT, Lynn Kearny, 

CPT, Mary Norris Thomas, CPT, PhD, 

Marci Paino, CPT, Dawn Papaila, CPT, 

Keira Rozier, Eileen Terrell, and Guy 

Wallace, CPT 

Honorary Committee 

Richard Battaglia, Executive Director & 

CEO, ISPI (Ret.) 

William Blunt, Amgen 

Cedric T. Coco, Lowe’s 

Don Duquette, GP Strategies 

Marilyn Gilbert, Univ. North Texas 

Charles Ginn, Insperity 

Glenn Hughes, KLA-Tencor 

Debra S. Hunter, John Wiley & Sons 

Faith Krebs, McDonald’s Corporation 

Chris Lyons, McDonald’s Corporation 

Mark Munley, AAA NCNU 

Paul Nieminen, UPS 

Rear Admiral Timothy S. Sullivan, USCG (Ret.) 

Janet Viselli, AIMA 

2012 Conference 

Program Committee 

Conference Committee Chair 

Ann Battenfield, CPT 

Andrea Moore, CPT, Deputy Chair 

Glenda D. Feldt and James H. Craumer, 

Education 

Neera Shukla, Eileen Maeso, and 

James Ruckstahl, Volunteer Liaisons 

Special Initiatives 

Scott Casad, Suzanne J. Ebbers, Timm J. 

Esque, Glenda Feldt, James Gehrke, Judith 

Hale, Jack Phillips, Patti Phillips, Harold 

Stolovitch, Carol Sutton, Kevin Taylor, 

Kenisha L. Thompson, Christian Voelkl, 

William Yeager 

Proposal Review Teams 

Analysis 

Chair: Kevin Taylor 

Reviewers: Christina Caswell, Ireta Ekstrom, 

Patrick Brown, Shelley Gable, Travis Collier 

The Business of HPT 

Chair: Mark Boccia 

Reviewers: Sarah Ward, Jim Rich, Ciaran 

Lesikar, Catherine Zaranis, Rose Noxon, 

Ria Roy 

Instructional Interventions 

Co-Chairs: Neera Shukla & Julie Perkins 

Reviewers: Joyanne Landers, Ildiko Oravecz, 

Elaine Steiner, Ireta Ekstrom, Robert Lion, 

Eileen Maeso, Brian Patterson, Karen 

Spaulding, Lee Alderman, Bonnie Beresford, 

Marcie Thompson, Tim Brock, Peggy Meli, 

Barbara Gough, Neeraj, Diane Tigges, Matt 

Donovan, Lydia Alles, Julie Balwin, Chuck 

Georgo 

Measurement and Evaluation 

Chair: April Creasy 

Reviewers: Lyn Cheevers, Kirsten Hoyt, 

Joan Griffin, Lilianna Taylor, Robert 

Kleinsorge, Stephanie Johnson, Tim Brock, 

Robert Lion, Sabrina Curry, Johanna Zitto, 

Ronald Kantor 

Organizational Design Interventions 

Chair: Kenisha Thompson 

Reviewers: Jill Gentile, Scott Casad, Mary 

Kay Armour, Jodi Crawford, William Yeager, 

Georgianna Laws, Karen Hicks, Jim Parry, 

Carolyn Kinsell 

Process or Tool Interventions 

Chair: Cynde Wehmer 

Reviewers: Mark Turner, Patti Shank, 

Monica Goodale, Jacqueline Warner, Pat 

Wenzel, Mark Bower, Matt Nathan, Marian 

Herman, Suzanne Jenne 

Research to Practice 

Chair: Jim Craumer 

Reviewers: Glenda Feldt, Andrea Moore, 

David Moniz, Stephanie Fuentes, Scott 

Casad, Barbara Carder, Robert Lion, John 

O’Connor, James Marken, Ann Battenfield, 

Yvonne Earnshaw 

Chat ‘n Chew & Anniversary Barrel 

Chair: Diane Beal 

Reviewers: Dennis Duke, Eileen Maeso, 

Conrad Bills, Eileen Terrell, Debbie Bell, 

Karmiko Burton, Wenxia Wu, Faith Fred, 

Sonia Di Maulo 

2 April 18–23, 2012 Toronto, Ontario, Canada

Table of Contents 

ISPI Advocate members 

represent international, 

national, and regional 

organizations committed 

to improving workplace 

performance. 

Schedule & Room Locator ............................................................................4 

Did You Know? ..................................................................................................6 

Conference Sponsors......................................................................................7 

Meeting Room Guide .....................................................................................8 

Conference Services .....................................................................................10 

Advocate, Patron, & Organizational Members....................................13 

Guide to Educational Sessions..................................................................15 

Program: Friday, April 20.............................................................................16 

Program: Saturday, April 21 .......................................................................17 

Program: Sunday, April 22..........................................................................23 

Chat ‘n Chew....................................................................................................26 

Research and Theory to Practice Symposium.....................................31 

Past, Present, and Future Leaders............................................................33 

Certified Performance Technologists .....................................................34 

Program: Monday, April 23 ........................................................................39 

Anniversary Barrel .........................................................................................43 

2012 Award of Excellent Recipients........................................................48 

2012 Honorary Award Recipients............................................................50 

Honorary Life Members ..............................................................................51 

Principles & Practices Institute & Certification Workshop...............52 

Workshops .......................................................................................................53 

Presenter Index ..............................................................................................55 


www.ispi.org 

3

Schedule & Room Locator 

Wednesday, April 18 

Saturday, April 21 

8:30 am–5:00 pm 

Conference D/E 

4:00–5:30 pm 

Principles & Practices of Performance 

Improvement Institute 

Registration 

6:30 am-5:00 pm 

See Map, pg. 9 

7:00–8:00 am 

Osgoode Ballrm West 

Sheraton Hall E 

Registration 

Introduction to PI and the Conference 

Career Center Workshop 

Thursday, April 19 

7:30 am–4:00 pm 

Executive Suite 

Presenter Center Open 

7:30 am–5:30 pm 

Registration 

8:00-9:30 am 

Grand West & Centre 

Keynote Presentation: Dick Clark 

8:30 am–5:00 pm 




8:30 am–5:00 pm Workshops, pages 52 & 53 

Conference G CPT Workshop 

Windsor East Business Driven Strategic Planning 

Windsor West SDI Level 1 

Conference C Performance Partnering 

Conference H Plan and Facilitate Smarter 

Friday, April 20 

7:00 am–7:30 pm 


7:30 am–5:00 pm 

Simcoe/Dufferin 

8:30 am–5:00 pm 


Registration 

Chapter Leaders’ Workshop 



8:30 am–5:00 pm Workshops, pages 52 & 53 

Conference G CPT Workshop 

Windsor East Business Driven Strategic Planning 

Windsor West SDI Level 1 

Conference C Performance Improvement Consulting 

Conference E Personal Leadership Pilgrimage 

Conference H An Introduction to Six Boxes® 

3:00-5:00 pm 

Grand East 

4th Annual Speed Mentoring 

9:30-10:00 am 


Coffee Break & Keynote Book Signing 

10:00-11:30 am Breakout Sessions, pages 17-19 

Sheraton Hall C 4th Annual University Case Study Competition 

ANL Conf. Room F Performance Partnering 

BHPT Conf. Room G Instilling Trust in Your Client-Consulting 

Relationships 

BHPT Conf. Room D ISPI Accreditation Showcase 

INI Windsor West Learning Transfer Guaranteed to Improve Performance 

INI Conf. Room B Learning@Lowe’s 

MAE Conf. Room E Getting the Data that Gets Impact 

MAE Sheraton Hall B ROI Basics 

ODI York ISPI: Setting the Standard for Organizational 

Excellence 

PTI Conf. Room C Pharma Product Introduction—Changing Our 

Business Process 

RTP Conf. Room H Change: Lessons Learned from Change Leaders 

RTP Sheraton Hall A Useful Planning for Worthy Results 

11:45 am-1:15 pm 


2012 Awards Luncheon 

1:30-3:00 pm Breakout Sessions, pages 20-21 

ANL Sheraton Hall B An Ounce of Analysis—The Legacy of Joe Harless 

BHPT Sheraton Hall C Curves & Detours: Using Evidence to Stay on Track 

INI Conf. Room G Using Job-Focused Objectives to Improve Learning 

Transfer 

MAE Conf. Room F ROI is DOA—ROE is Better 

MAE Conf. Room B There’s an App for That 

ODI Conf. Room E Coaching: Overused, Abused, and Misused 

PTI Conf. Room C Achieving Unimaginable Performance 

PTI Sheraton Hall A Pushing Management’s Buttons 

RTP York Financial, Social, Human Capital? 

RTP Conf. Room D Why Doers Do: 15 Years Wiser 

5:30-6:30 pm 


6:30–7:30 pm 


Opening Session: On The Red Carpet 

Opening Reception 

3:15-4:30 pm Masters Series, page 22 

Sheraton Hall C The Challenges and Breakthroughs of Practicing 

HPT in Ghana, West Africa 

Osgoode Ballrm West Transforming Transitioning Societies by 

Improving Performance 

Grand East 

Treasure Hunt! Learn to Tap the Hidden Wealth 

That Drives Human Performance 


Schedule & Room Locator 

Sunday, April 22 

7:00–8:00 am 


7:30 am–4:00 pm 


7:30 am–6:30 pm 


8:00-9:30 am 




Registration 

Keynote Presentation: Mitchell Kusy & 

Elizabeth Holloway 

6:30-7:00 pm 


7:00-8:00 pm 


Monday, April 23 

7:00–8:00 am 


7:30 am–2:00 pm 


Mr. Rogers (aka Dr. Jimmy’s) Performance 

Improvement Neighborhood 

50th Anniversary Celebration 



9:30-10:00 am 


Coffee Break & Keynote Book Signing 

7:30 am–4:30 pm 


Registration 

10:00-11:30 am Breakout Sessions, pages 23-25 

Sheraton Hall C 4th Annual University Case Study Competition 

ANL Conf. Room B Models and Tools for Performance Analysis 

BHPT Conf. Room F 2012 Performance Improvement/HPT Model 

as Job Aid 

BHPT Conf. Room C Performance Architecture: Art or Science? 

INI Conf. Room E Performance Improvement in Exactly 99 Words 

INI York Personal Leadership Pilgrimage 

MAE Conf. Room G Measuring Organizational Performance 

MAE Sheraton Hall B ROI InAction: An Integrated Case Study 

ODI Windsor West City Doctors: Applying HPT to Turn Around 

Colon City, Panama 

ODI Conf. Room H Leaders, Get Your Teams Ready to Feedback! 

PTI Sheraton Hall A What to Boost Performance? 

RTP Conf. Room D HPT Backyard Research: Tales from the Frontline 

11:45 am-1:15 pm 

Osgoode Ballroom Chat ‘n Chew, pages 26-30 

East/West 

1:30-5:30 pm Research and Theory to Practice Symposium, 

pages 31-32 


1:30-1:50 pm It Ain’t Necessary So... 

1:50-2:40 pm The Truth About Digital Natives 

2:40-2:50 pm Performance Myths and Misconceptions 

2:50-3:40 pm Myths Concerning Instructional Design 

3:40-3:50 pm A Rapid Review of the Research 

3:50-4:40 pm The Myth of Learning Styles 

4:40-5:00 pm Changing Minds 

5:00-5:15 pm Summary and Closing Remarks 

6:00-6:30 pm 


Pre-Show Reception 

8:00–9:30 am 


9:30-10:00 am 


Keynote Presentation: Eric Landen 

Coffee Break 

10:00-11:15 am Masters Series, page 39 

Osgoode Ballrm West Improving Performance in Latin America 

Grand East 

Performance Improvement: A Concept that 

Changed the World 

Sheraton Hall C Performance Improvement in China: The 

Bausch & Lomb Project 

11:30 am-1:00 pm Breakout Sessions, pages 40-42 

ANL Conf. Room H Are Your SMART Goals Really Smart? 

BHPT Conf. Room B A-B-C-D, B-I-N-G-O, H-P-T: How Do You Apply It? 

BHPT Conf. Room C HPT in Real Life: An Interactive Simulation 

BHPT York Using HPT for New Application Success 

BHPT Sheraton Hall C What Exactly Is Performance? 

INI Windor East The Generation Gap—Fact or Fiction? 

MAE Sheraton Hall B Are Your Performance Data Worthwhile or Worthless? 

ODI Conf. Room G 2 into 1= Efficiency, Effectiveness, and Economy 

PTI Conf. Room F Smarter Meetings: Engage Everyone, Get More Done 

RTP Conf. Room E Action Research in an HPT Context 

RTP Conf. Room D Where the Performance Issues Are—and Are Not 

1:00-2:00 pm 

Sheraton Hall A 

Lunch (on your own) 

ISPI Business Meeting 

2:00–4:00 pm 

Grand West & Centre Anniversary Barrel & Closing, pages 43-47 


www.ispi.org 

5

Did You Know? 

Did you know? 

NSPI's first annual 

conference had 650 

attendees. John Wiley & 

Sons was an Exhibitor. 

And, Bob Mager (left) 

delivered the first 

Banquet Speech, 

“Barriers to Innovation”. 


Conference Sponsors 

Between educational sessions, be sure to visit our Sponsors in the Community Center, Sheraton Hall E, Lower Concourse. 

Gold 

Silver 

General Physics Corporation 

6095 Marshalee Drive #300 

Elkridge, MD 21075 

410.379.3600 or 800.727.6677 

www.gpstrategies.com 

Your work creates an impact on your company 

and the world around you. GP Strategies is a 

global performance improvement company 

driven to solve your organizations business 

challenges, attain ultimate performance 

results and together make a greater impact. 

We equip and enable companies by developing 

and delivering learning services, solutions 

and technologies to make your people and 

processes more effective and efficient. We 

serve the largest companies in every major 

industry sector—Automotive, Government, 

Information Technology, Energy, and Life 

Sciences—and are active partners in their 

continued growth and prosperity. 

Bronze 

Intent Consultancies Canada 

8915 McGarry Drive 

Niagara Falls, ON, Canada L2H 3P1 

905.341.7435 

info@intentconsultancy.org 

www.intentconsultancy.org 

Starting in the 80s with technologies that 

address issues related to our environment, 

we soon extended our activities to work with 

our inner environment. Our focus on the 

inner sees us delivering the 2-day Lifetoolz 

Seminar that makes a profound contribution 

to an individual. Tangible benefits of having 

re-energized, enthusiastic, and more engaged 

employees with increased task cohesion 

becomes evident. Thousands, from over 

55 countries, have graduated from this 

seminar. People are a company’s biggest 

asset, yet is enough being done to enhance 

human capital? Taking care of people can 

see companies come through with a rejuvenated 

cadre of loyal, happy, and healthy 

individuals who contribute affirmatively to 

the financial metrics, customer relationships, 

and overall satisfaction. 


Deloitte Consulting LLP 

1919 North Lynn Street 

Arlington, VA 22209 

571.882.5780; Fax: 703.964.5617 

wcarr@deloitte.com 

www.deloitte.com 

Deloitte Consulting LLP is one of the 

world’s largest management consulting 

providers. More than 6,600 professionals 

are dedicated to serving federal clients with 

wide-ranging missions. Deloitte brings a 

deep understanding of government requirements, 

processes, and systems—as well as 

insights into the workforce and technology 

issues that affect day-to-day operations. By 

drawing on industry-leading practices across 

government and business, Deloitte applies 

a mix of private-sector perspective and 

public-sector experience to help federal 

agencies in their efforts to address today’s 

biggest challenges while building a stronger 

foundation for tomorrow. To learn more, 

visit deloitte.com/federal. 

Soundview Executive Book Summaries 

500 Old Forge Lane, Suite 501 

Kennett Square, PA 19348 

USA/Canada: 800.786.6279 

Outside USA/Canada: 240.912.7513 

www.summary.com 

Soundview Executive Book Summaries 

pioneered the concept of outlining the key 

points and ideas of full-length business books 

into quick and easy-to-read summaries. 

Now, we’ve taken the concept of Executive 

Book Summaries and enhanced it with a 

full complement of multimedia business 

content to bring you our comprehensive 

Corporate Solutions Program. With our 

robust library of content, including business 

book summaries, author interviews, our 

Executive Insights video series, live interactive 

webinars, and our Executive Edge 

newsletter, a Soundview Corporate Subscription 

can serve as either the foundation 

of or a valuable addition to any corporate 

training and education initiative. 

MHS Inc. 

3770 Victoria Park Avenue 

Toronto, ON, Canada M2H 3M6 

Canada 800.268.6011; US 800.456.3003; 

International: 416.492.2627 

www.mhs.com/ei 

MHS is a global assessment company that 

specializes in providing industry leading 

tools in the corporate, clinical, educational, 

and public safety markets. Emotional 

Intelligence can be associated with high 

performance in the workplace, and has 

application in selection, leadership, and 

development programs. Come visit us to 

learn about how the EQ-i 2.0 model is used 

to identify critical determinants of workplace 

success, supporting and driving talent 

management initiatives. Learn how world 

class organizations achieved improvements 

in performance by incorporating MHS’s 

EQ-I (Emotional Quotient Inventory) into 

their talent management programs. 

University of Maryland University College 

Corporate Learning Solutions 

3501 University Blvd East 

Adelphi, MD 20783 

855.CLS.5300 

cls@umuc.edu 

www.umuc.edu 

University of Maryland University College 

(UMUC), a global leader in adult education, 

is a regionally accredited institution in the 

University System of Maryland. UMUC 

offers degree programs designed to help 

you advance your career and also provides 

extensive student services to support your 

educational progress. For information, visit 

www.umuc.edu. 

www.ispi.org 

7Sponsors

Meeting Room Guide 

Sheraton Floor Plans 

4th Floor 

Presenter Center 

Mezzanine 

Lobby 


Meeting Room Guide 

Concourse 

ISPI 

Registration 

Lower Concourse 

Keynote 

Presentations 

Community 

Center 


www.ispi.org 

9

Conference Services 

Welcome First Timers & 

Repeaters! 

We are glad to have you with us and hope 

this week with your performance improvement 

colleagues is enjoyable and educational. 

If you have any questions, the ISPI staff and 

volunteers are here to assist. Please visit us at 

the registration counter. ISPI staff members 

are identified by a white “Staff ” ribbon on 

their badges and volunteers with a bright 

yellow “Volunteer” ribbon on their badges. 

Badges 

All individuals attending the conference 

must be registered. Badges must be worn 

at all times for admittance to conference 

sessions and lunches. 

Lunch 

On Saturday, April 21, ISPI will serve a sitdown 

lunch in conjunction with our 2012 

Awards Ceremony. On Sunday, April 22, get 

your badge punched and pick up a sandwich 

before grabbing your seat at the lunchtime 

Chat ‘n Chew. On Monday, April 23, lunch 

is on your own. 

Coffee and Networking Breaks 

Attendees will have dedicated time to expand 

their professional network by meeting with 

sponsors and other conference attendees 

during breaks in the Community Center, 

Sheraton Hall E, Lower Concourse. 

Complimentary Career 

Coaching 

Hosted by Marshall Brown & Associates 

Would you like to discuss your 

career goals with a professional 

coach? Do you want to have your 

resume reviewed? Want to practice 

your interviewing skills and 

get immediate feedback? Don’t miss 

an opportunity to meet with our career 

coach, Marshall Brown, one on one. Space is 

limited. Stop by the ISPI Registration Desk 

or the Career Center to sign up. 

Conference Bookstore 

Purchase the best titles on performance 

improvement, instructional design, organizational 

development, change management, 

training, and much more. With nearly 200 

titles to choose from, you’re sure to find the 

publications you’ve been looking for. The 

Bookstore features titles written by a number 

of presenters at this year’s conference. Drop 

by the Community Center and browse the 

incredible selection. 

Session Evaluations 

Thirty seconds is all it takes to complete a 

session evaluation for every session you 

attend! Volunteers will be distributing and 

collecting evaluation forms. Please help us 

capture this valuable data by completing and 

returning session evaluation forms. 

Conference Evaluation 

Attendees will have the opportunity to 

provide feedback on this year’s conference by 

completing a post-conference online survey 

sent by email after the conference. 

Handouts 

Every session should offer a handout containing 

invaluable job aids, performance tools, 

and take-aways! If you would like these 

handouts after the conference, they will be 

available for download. In addition, any extra 

handouts will be available at the Handout 

Table in the Community Center. 

Language 

English is the official language of the 

conference. 

Message Board 

Looking for a conference attendee? Want 

to leave someone a message? Stop by the 

registration desk to leave a note. 

Presenter Center 

All speakers are invited to use the Presenter 

Center, located on the 4th Floor in the Executive 

Suite, to relax or rehearse. The room 

will be available Saturday, April 21 through 

Monday, April 23, 7:30 am–4:00 pm. 

Personal Security 

Please be mindful of personal belongings at 

all times. We recommend you do not leave 

any items unattended or in meeting rooms. 

Special Needs 

ISPI strives to accommodate individuals who 

may have special needs while attending the 

conference. If you require assistance, please 

find an ISPI staff member. 

Volunteers 

ISPI is grateful for the onsite assistance of 

our volunteers! Volunteers are distributing 

and collecting session evaluation forms, 

serving as room monitors in session meeting 

rooms, and assisting with conference registration. 

Thank you for your support! 

ISPI Staff welcomes the 

opportunity to serve you! 

International Society for 

Performance Improvement 

1400 Spring Street, Suite 400 

Silver Spring, MD 20910 USA 

301.587.8570 • fax: 301.587.8573 

info@ispi.org • www.ispi.org 

April S. Davis, CAE 

Executive Director 

april@ispi.org 

Jessica Charles 

Administrative Assistant 

jessicac@ispi.org 

Brian Gresham 

Publications/Project Manager 

briang@ispi.org 

Craig Grimm 

Director of Information Technology 

craigg@ispi.org 

Robin Stimson 

Membership and Program Manager 

robins@ispi.org 

Contractors 

Gay E. Bruhn, CPT, EdD 

Director of Certification & 

Industry Relations 

gaybruhn@ispi.org 

Maurie E. Coleman, CPT, PhD 

Director of Certification & 

Accreditation 

mauriecoleman@ispi.org 

Ellen Kaplan 

Director of Meetings 

ellenk@ispi.org 


3E3600 

IT’S A COMPLETE 

R 3V36O E V O6L60O U T I 

O N 

TAKE ALL THAT YOU KNOW ABOUT 360 ASSESSMENTS 

AND TURN THAT ON ITS HEAD 

The Emotional Intelligence Connection 

@eiconnection 

Save Time 

on administration 

 

Go Deeper 

with rich interpretation 

 

Make it Your Own 

with customized reports 

Visit us as The Performance Improvement 

Conference April 20–23. Come and speak 

to one of our consultants and learn 

about the EQ-i 2.0 and New EQ 360 

1-800-456-3003 

growyourbusiness@mhs.com 

Our mission is simple. 

Our mission is simple: To enhance an organization’s value through its people. By 

redefining human capital and how it is measured, Deloitte provides public- and 

private-sector clients insight into the toughest workforce challenges. We invest 

aggressively in leading-edge metrics, methodologies, and talented consultants to 

assist with a full range of human capital issues, including: 

 

implementation 

 

 

 

 

solutions 

 

www.deloitte.com/us/federalhumancapital 

 

and design 

 

for performance 

 

 

 

 

 

services may not be available to attest clients under the rules and regulations of public accounting. 

 

 


www.ispi.org 

11

ISPI Advocate, Patron, & Organizational Members 

Advocates 

Patron Member 

Organizational 

Members 

Achievement Awards Group 

British Columbia Ambulance Service 

Bruce Power 

Carter Systematic Solutions, LLC 

DAI 


DLA Training Center 

EDARA Group 

Emirates Identity Authority 

Federal Highway Administration 

Financial Institutions Training Center 

Franklin University 

Genentech, Inc. 

Hamburger University 

Harkon LLC 

The Home Depot 

Humana 

Insperity 

Instructional & Performance Technology, 

Boise State University 

Kaiser Permanente 

The Kaizen Company 

Management Systems International 

Merck & Co. 

The Northern Trust Company 

Organizational Strategies, Inc. 

PricewaterhouseCoopers LLP 

QED Group, LLC 

Saudi Aramco 

Sinotrac Consulting Co., Ltd 

Top Resultant Management Consulting Co. Ltd. 

US Department of Agriculture 

VectorCSP LLC 

Walgreens Company 

WellPoint 

World Learning 

Yesp AB 


www.ispi.org 

13

Guide to Educational Sessions 

Our interactive and informative 

90-minute presentations are grouped 

under the following topic areas: 

Analysis, Measurement and Evaluation, 

Instructional Interventions, Organizational 

Design Interventions, Process 

or Tool Interventions, Research to 

Practice, The Business of HPT. Every 

educational session offers valuable 

insight and tools, tips, and techniques 

to share with your colleagues. Look 

for the following icons throughout 

the program: 

Analysis (ANL) 

The process of determining 

the current state, desired 

state, gaps between current 

and desired state, and root 

cause of gaps. 

Measurement and Evaluation (MAE) 

The process of evaluating 

the degree of success of an 

intervention. 

Instructional Interventions (INI) 

The process of creating and 

implementing learning events 

that close skill and knowledge 

gaps. 

Organizational Design 

Interventions (ODI) 

Interventions designed and 

implemented to address 

performance gaps caused by 

organizational design. 

Process or Tool Interventions (PTI) 

Interventions designed and 

implemented to address 

performance gaps caused 

by systems, tools, resources, 

expectations, feedback, 

consequences, incentives, 

motivation, or environment. 

Research to Practice (RTP) 

A forum for integrating science 

and practice through the 

discovery, advancement, 

validation, and/or application 

of empirically-supported 

theoretical or applied findings 

that further our evidencebased 

practices or facilitate 

linkages between researchers 

and practitioners. 

The Business of HPT (BHPT) 

The structure and application 

of human performance 

technology. 

PRINCIPLES & PRACTICES OF 

PERFORMANCE IMPROVEMENT 

Think. 

Learn. 

Share. 

Apply. 

June 25–27, 2012 

Alexandria, Virginia 

Audience Level 

So you get the most out of your conference 

experience, ISPI asked our 

speakers to select an audience level 

for their presentation. This will help 

you to decide which sessions are 

appropriate to your needs. 

Beginning 

• New to the field of performance 

improvement 

• Unfamiliar with the 10 Standards 

of Performance Technology 

• Unfamiliar with the term Certified 

Performance Technologist 

Intermediate 

• Considering applying for or 

already working on CPT 

designation 

• Working in performance improvement, 

learning, or related capacity 

• Pursuing a degree or certificate in 

HPT or performance improvement 

• Seeking more in-depth knowledge 

on this topic or field 

Advance 

• Obtaining points to keep your 

CPT designation current 

• Seeking to add to an already deep 

understanding of the topic 

• Teaching others to use HPT 

methods 

All 

• Want to see what other people 

are doing 

• Want to expand knowledge of 

the various facets of HPT 

September 10–12, 2012 

Phoenix, Arizona 

www.ispi.org 


www.ispi.org 

15

Friday April 20 • 7:30 am–7:30 pm 

7:30 am-5:00 pm 

Simcoe/Dufferin, 2nd Floor 

Chapter Leaders’ Workshop: 

Elevate Your Chapter to 

New Heights 

The key to any successful ISPI chapter is leadership. 

The next most important thing to leadership 

is good succession planning so that good leadership 

can continue. Based on past records, we 

know most attendees to the CLW are new to 

chapter leadership and many are new to ISPI. 

With that in mind, we designed a new format to 

meet the needs of our new leaders. The entire 

morning session is devoted to the basics of chapter 

management. This will coincide with the introduction 

of a new ISPI product called “Chapter in 

a Box”. It’s actually on a website, not in a box, but 

it will help new chapters get up and running with 

the least amount of effort and the best possible 

chances for success. But, the Chapter in a Box is 

not just for new chapters, it’s also for existing 

chapters who may be open to new ideas and building 

an even better chapter. Come participate in a 

simulation exercise in designing a new chapter, 

with half of the time devoted to your feedback. 

The afternoon features an ISPI staple—a cracker 

barrel with seven tables led by experts on different 

chapter services. This allows participants to pick 

an area they need to learn more about and attend 

at least three different sessions. 

3:00-5:00 pm 

Grand East, Lower Concourse 

4th Annual Speed Mentoring 

Dedicated ISPI professionals will avail themselves 

as mentors through a fun and fast-paced session. 

Consider your goals, and determine the best fit of 

available mentors. You will participate in multiple, 

mini-introductory sessions and get to connect 

with different mentors. Then, it will be your turn 

for further action: you may request follow-on 

meetings for later in the conference. During these 

meetings, you might discuss common interests or 

even explore the potential for a formal mentoring 

relationship. Our mentors will answer your 

questions, introduce you to other experts in the 

field, and help orient you through the conference 

as much as their schedule allows. 

5:30-6:30 pm 

Grand West & Centre, Lower Concourse 

On The Red Carpet 

Welcome to the 50th Anniversary Gala Opening! 

Join Margo Murray, Roger Addison, and the emerging 

talent who will lead the profession and the Society 

to the next 50 years. We will recognize the history 

and accomplishments of the human performance 

technology field and ISPI through an interactive 

timeline of major events and the contributors to 

the performance improvement profession. Meet 

and greet many of N/ISPI Past Presidents as they 

are in the spotlight “On The Red Carpet” commenting 

on significant events, connections, and 

contributions from the past 50 years. 

6:30-7:30 pm 

Sheraton Hall E, Lower Concourse 

Opening Reception 

ISPI kicks off THE Performance Improvement 

Conference and welcomes attendees with an 

informal evening reception. This is your first opportunity 

to meet our conference sponsors and mingle 

with colleagues, while enjoying hors d’oeuvres and 

previewing the exciting conference events. 

Cash bar available. 

 

 


Saturday 

April 21 • 7:00–11:30 am 

7:00–8:00 am 8:00-9:30 am 

Special Session 

Osgoode Ballroom West, Lower Concourse 

Introduction to PI and the Conference 

Roger Addison, CPT, EdD, Margo Murray, CPT, 

Carol Haig, CPT, Lynn Kearny, CPT, & Maurie 

Coleman, CPT, PhD 

This session is geared toward newcomers and 

emerging professionals to the field of performance 

improvement and ISPI’s conference. In our hour 

together, we’ll explore: 

• What is performance improvement? 

• What is performance consulting? 

• What is human performance technology (HPT)? 

• Where do we work? 

• How do we think? 

• What tools do we use? 

• How do you build an HPT network? 

• What educational sessions should you attend 

to build and enhance your skills? 

• What is certification? 

• How do you start building your professional 

network? 


Community Center, Sheraton 

Hall E, Lower Concourse 

Stand Out by Building Your Brand 

Marshall Brown, President, Marshall Brown & 

Associates 

Branding is not just for products anymore. 

Personal branding has become a MUST, not a 

maybe, if you want to progress in your career, 

build your business, add value to your company, 

and stand out from your competition. Personal 

branding shows your uniqueness, your value, 

your goals...the difference that is YOU. Five key 

things you will have accomplished by the end 

of the workshop: 

• Understand your unique promise of value 

• Identify your personal attributes 

• Understand the VP’s of Brand You 

• Learn ways to “stand out” and be outstanding 

• Walk away with an action plan to help you 

move forward 

If you are serious about your career and are ready 

to proactively manage it, this program is for you. 

Keynote Presentation 


Back to Our Future: 

Evidence-Based Practice for ISPI 

Dick Clark, EdD, Director, Center for Cognitive 

Technology, University of Southern California 

Professions such as health care, 

mental health, engineering, 

social work, and many more 

have recently been adopting an 

“evidence-based practice” (EBP) 

approach to ground their work with clients. 

Evidence-based practice involves specifying a 

systematic way that professionals or other 

decision-makers should make decisions by 

identifying the evidence there may be for the 

effectiveness and outcomes of a treatment, service, 

or approach. The objective is to use the most 

scientifically-sound evidence for what works and 

root out practices that are of questionable or no 

value at all. By standardizing proven, best practices 

by industry, better care and services can be delivered 

at lower cost, potentially benefitting many 

more. Professional associations who represent a 

variety of industries, regulatory bodies, and professionals 

who have embraced EBP have been overall 

very pleased with its implementation once it is 

up and running. As ISPI celebrates its 50th year 

dedicated to the advancement of performance in 

the workplace, join Dick Clark, a thought leader 

and director of a respected university research 

center that focuses on R&D in evidence-based 

performance improvement. He will draw on 

stories and data collected from other professions 

to examine both the benefits and pitfalls of 

EBP and how it is transforming the learning, 

instructional design and development landscape 

and what implications and opportunities there 

are for the future of ISPI and performance 

improvement practitioners. 

9:30-10:00 am 



Keynote Book Signing 

and Coffee Break 

10:00-11:30 am 


Sheraton Hall C, Lower Concourse 

4th Annual University Case Study 

Competition: Part 1 

Facilitator: Matt Donovan, Executive Director, 

Option Six, A Division of General Physics Corporation 

In January, graduate students from three universities 

engaged in ISPI’s 4th Annual University Case 

Study Competition. During this session the 

teams—LPS, Effectus, and Sapienta—will present 

their findings and recommendations to the 

simulated client and our panel of judges: Jeanne 

Farrington, Louise Leone, Matthew Peters, and 

Dan Miller. 

On Sunday, all three teams will receive the benefit 

of the judges’ feedback and guidance in both written 

form and in-person during a Q&A Session. 

Announcement of the winners and prizes will 

be awarded before the Keynote Presentation 

on Monday. 

Educational Sessions 

Analysis 

Conference Room F, Mezzanine 

Performance Partnering—Proactive and 

Reactive Performance Consulting 

Dick Handshaw, President, Handshaw, Inc. 

This skill-building session introduces participants 

to proactive and reactive performance consulting. 

Eight tested principles for conducting proactive 

interviews and eight principles for conducting 

reframing meetings with clients are explained and 

demonstrated. Participants will learn the goal of 

a reframing meeting is to help the client focus on 

results rather than activities and gain permission 

to gather more analysis data. Proactive consulting 

will position participants as a strategic partner 

rather than an order taker. 

Participants will be able to: 

• Engage clients in discussions about business 

goals and barriers to performance even when 

there is no immediate project or opportunity 

on the table. 

• Engage the client in an open discussion about 

business needs and the performance required 

to support them. 

• Observe eight skills that will facilitate the 

proactive interview. 

Saturday 


www.ispi.org 

17

Saturday April 21 • 10:00–11:30 am 

• Observe eight skills that will facilitate the 

reframing meeting. 

• Identify opportunities to conduct further 

analysis of the performance needs in order to 

identify learning needs. 

Audience Level: Intermediate 


Conference Room G, Mezzanine 

2012 Dissertation Award Recipient 

Instilling Trust in Your Client-Consultant 

Relationships 

William L. Solomonson, CPT, PhD, Assistant Professor, 

Oakland University 

Trust is a fundamental component in human 

interactions and a requirement for long-term 

commitment in a client-consultant setting. 

Current research has clarified the impact of 

several key factors that influence trust and offers 

practical guidance on how to nurture trust while 

consulting. Human performance technology 

professionals who consult, either internally or 

externally, will benefit from this session where 

they will share, learn, and take home a personal 

roadmap to build trust in their client-consultant 

relationships. 


• Relate how the client-consultant relationship 

can be explained as a social exchange 

interaction. 

• Describe three key variables that affect trust in 

the client-consultant relationship. 

• Apply peer experiences into their own 

professional practices. 

• Create a personalized trust-building plan for 

client-consultant relationships. 


Conference Room D, Mezzanine 

ISPI Accreditation Showcase: 

JetBlue Develops HPT Experts 

Teri Schmidt, Manager, Assessment & Evaluation, 

JetBlue Airways, Maurie Coleman, CPT, PhD, 

Director of Certification and Accreditation, ISPI, and 

Andrea Moore, CPT, Senior Consultant, Performance 

Support Unlimited 

Come learn how JetBlue put the ISPI standards in 

action through the creation and implementation 

of an internal certification program focused on 

using data to improve performance. This session, 

a partnership between JetBlue and representatives 

from the ISPI accreditation committee, will 

showcase the new ISPI accreditation process and 

provide details about how the JetBlue team gained 

stakeholder buy-in, utilized an innovative situated 

learning approach, and ultimately created human 

performance technology experts throughout the 

organization. 


• Understand the benefits of and process for 

applying for ISPI accreditation. 

• Explain the critical steps in creating a 

performance-based certification program. 

• Understand the benefits of spreading 

HPT knowledge and skills throughout an 

organization. 

• Apply best practices for establishing partnerships, 

integrating learning methodologies, 

and focusing on results. 

• Discuss ISPI’s accreditation process and 

address any outstanding questions. 



Windsor West, Mezzanine 

Learning Transfer Guaranteed to 

Improve Performance 

Calhoun Wick, Chairman, Fort Hill Company 

Learning transfer is defined as putting learning 

to work in a way that improves performance. 

This interactive session will introduce the Six 

Disciplines of Breakthrough Learning that ensure 

improved performance is achieved. Participants 

will have opportunities to apply the principles 

and tools in a series of exercises and discussions. 

Real-world examples will be provided. We will 

show how the Six Disciplines support the ISPI 

Standards and allow performance improvement 

professionals to put these standards into practice. 


• Improve performance by accelerating transfer 

of learning to work. 

• Identify best opportunities to increase the 

impact of your programs. 

• Employ six research-based disciplines. 

• Use tools, processes, and job aids provided 

during session. 

• Teach colleagues mental models, tools, and 

processes to extend the reach of our session. 


Conference Room B, Mezzanine 

Learning@Lowe’s: From Transactional 

to Transformational 

Donald L. Kirkey, Director, Learning Strategy & 

Operations, Learning & Organizational Effectiveness, 

Lowe’s Companies, Inc., Eileen Banchoff, CPT, PhD, 

President, Banchoff Associates, Inc., and Lisa 

Toenniges, CPT, CEO, Innovative Learning Group, Inc. 

Lowe’s Learning & Organizational Effectiveness 

has been transitioning from traditional transactional 

T&D order-taking to a strategic, proactive 

business partner since 2008. Creating a holistic, 

aligned-to-the-business learning strategy is one of 

the critical milestones in Lowe’s five-year strategic 

journey. Join us as we share the guiding principles 

(and tools) of our performance-based learning 

architecture—a continuous, transformational 

learning approach designed to build a proficient 

and engaged workforce that delivers optimal 

customer experiences and business results. 


• Create a line of sight between knowledge and 

skills and measurable business or department 

results. 

• Identify gaps in existing performance improvement 

resources that are aligned to critical work 

tasks. 

• Specify design and development details for 

both existing and new performance solutions. 

• Plan a learn-perform cadence for performance 

solutions using daily, self-directed, activitybased 

chunks of learning for each unique stage 

of employee development. 

• Strategize how to use knowledge assessments 

and performance validations before, during, 

and after learning events. 

Audience Level: Advanced 


Conference Room E, Mezzanine 

Getting the Data that Gets Impact 

Bonnie Beresford, VP Client Services and Boyce Byerly, 

Chief Scientist, Capital Analytics 

Have you ever wanted to evaluate the business impact 

of your initiatives, but were concerned that 

you lack the data? Most practitioners know their 

organizations are awash in data, but they are not 

sure how to use it to measure impact. Come learn 

how to define, get, and verify data. In this interactive 

session, you will hear from HPTers who are in 

the trenches working with corporations, the government, 

and universities to get the data that gets 

to impact. 


Saturday 

April 21 • 10:00–11:30 am 


• Create a Measurement Map that specifies the 

leading indicator and business outcome metrics. 

• Identify the types of data (metrics and other 

variables) that are needed for a real impact 

study. 

• Recognize the broad range of available data 

sources (beyond training and HR systems). 

• Discern a good metric from a bad metric. 

• Use basic descriptive statistics to determine 

data quality. 

Audience Level: Beginning 

Sheraton Hall B, Lower Concourse 

ROI Basics 

Patti Phillips, CPT, PhD, President & CEO, ROI Institute, 

Inc. 

This interactive session introduces participants to 

the fundamental concepts of measuring the return 

on investment in performance improvement programs. 

While the session targets professionals who 

are just beginning their return on investment 

(ROI) journey, it can serve as a refresher for those 

with more experience. Upon completion of the 

session, participants will be able to clarify what 

ROI is, what it is not, and how to make it happen. 

The session incorporates exercises and a simple 

case study. 


• Match the program objectives to the five levels 

of evaluation. 

• Describe the six types of data that make up the 

chain of impact. 

• Identify the 10 steps in the ROI Methodology. 

• Select programs suitable for ROI evaluation. 



Interventions 

York, Mezzanine 

ISPI: Setting the Standard for 

Organizational Excellence 

Kevin Wilson, CPT, MEd, CEO, Whole Elephant 

Consulting, and Judith A. Hale, CPT, PhD, Principal, 

Hale Associates 

Departmental accreditation is ISPI’s response 

to requests for services that help organizations 

better adopt the principles of human performance 

technology (HPT). The Poudre Fire Authority, a 

Baldrige applicant, played an instrumental role in 

helping ISPI develop standards that help organizations 

sustain excellence. This session describes the 

standards, how they were validated, and the benefits 

to organizations; offers a comparison with the 

Baldrige Standards; and brings to life how HPT 

has been adopted by an agency in the fire service. 


• Assess their organization’s readiness for 

the accreditation. 

• Compare their needs and expectations to the 

organizations that participated in the study. 

• Contribute suggestions on how to improve 

the standards. 

• Find out how other organizations define 

excellence. 



Conference Room C, Mezzanine 

Pharma Product Introduction— 

Changing Our Business Process 

Jody Logan, Sr. Manufacturing Technical 

Specialist, Genentech 

Genentech’s Product Technical Operations 

organization was taking up to six months to 

complete all of the drug recipe setups and quality 

validations required to manufacture new drug 

substances. In this session, we will share how we 

were able to align our processes, re-engineer our 

workflows, reduce lead times, and compress the 

recipe setup from 5.5 months to eight weeks in a 

regulated work environment. 


• Use the tools and processes described in this 

session to evaluate their processes and workflows 

to identify Non-Value Add Activities. 

• Apply the methods and solutions to process 

and work design challenges they face within 

their organization. 



Conference Room H, Mezzanine 

Change: Lessons Learned from 

Change Leaders 

Heather Annulis, Associate Professor/Assistant 

Director, The University of Southern Mississippi/ 

Jack and Patti Phillips Workplace Learning and 

Performance Institute, and Cyndi Gaudet, 

Professor/Director, The University of Southern 

Mississippi/Jack and Patti Phillips Workplace Learning 

and Performance Institute 

Managing change is a complex task required by all 

leaders in today’s rapidly changing world. In spite 

of the difficulty often associated with implementing 

change in our workplaces, it is the single most 

important element in organizational success. Join 

this session to learn more about theory-based 

strategic approaches to implementing successful 

change in the 21st-century workplace. Gain insights 

regarding what works from conversations 

with change leaders. 


• Identify change enablers and barriers in 

organizations. 

• Compare change leadership enablers and 

barriers in diverse organizations. 

• Discuss strategies for best results of change 

implementation. 

• Prepare a change implementation plan. 


Sheraton Hall A, Lower Concourse 

Useful Planning for Worthy Results 

Roger Kaufman, CPT, PhD, Professor Emeritus, Florida 

State University, and Stephanie L. Moore, PhD, 

Director, Instructional Design, University of Virginia 

Effective planning begins with effective objectives 

—starting with an ideal vision and developed 

through an aligned mission, outputs, and internal 

results. Spend 90 minutes with Roger and 

Stephanie exploring how to plan for ethical 

results—not just hope for them. The session will 

conclude with an opportunity to apply this model 

to your organization and receive feedback on 

your objectives from the presenters and fellow 

participants. 


• Apply the Organizational Elements Model 

(OEM) to craft an ideal vision that adds 

measurable value to society. 

• Develop an organizational mission aligned with 

your vision that commits to adding this value. 

• Develop useful objectives aligned with your 

mission, showing how you will achieve it. 

• Evaluate objectives at Mega, Macro, and 

Micro levels for validity and usefulness. 

• Understand your organization’s impact on 

our shared society in measurable terms. 


Saturday 


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19

Saturday April 21 • 11:45 am–3:00 pm 

11:45 am-1:15 pm 


2012 Awards Luncheon 

All attendees are invited to 

enjoy a sit-down lunch hosted 

by our Board of Directors in 

honor of ISPI’s 2012 Award of 

Excellence, Honorary Award, 

and Presidential Citation 

recipients. Come celebrate the people, products, 

innovations, and organizations that represent 

excellence in the field of human performance 

technology. 

1:30-3:00 pm 


Analysis 

Sheraton Hall B, Mezzanine 

An Ounce of Analysis—The Legacy 

of Joe Harless 

Paul H. Elliott, PhD, President, Exemplary Performance, 

LLC, Dr. Joe Harless, CPT, President, Harless Performance 

Guild, Carl Binder, CPT, PhD, Co-Founder, The 

Performance Thinking Network, and Al C. Folsom, 

PhD, VP, Operations, Exemplary Performance, LLC 

Note: This session combines two sessions that were 

originally scheduled concurrently. 

Joe Harless’s seminal work—An Ounce of Analysis 

—has influenced much of ISPI’s history, bringing 

Tom Gilbert’s focus on accomplishments into 

widespread application and driving systematic performance 

analysis as a foundation for performance 

improvement. This session will review underlying 

premises of performance analysis, the value of an 

accomplishment-based approach, and the impact 

they have on designing effective performance 

systems. After an overview by Dr. Harless, the 

other presenters will provide illustrations of how 

these principles continue to influence the evolution 

of our field. 


• Describe the impact of performance analysis 

on our profession. 

• Distinguish among the units of analysis in the 

anatomy of human performance. 

• Explain the value of anchoring performance 

analysis in valuable accomplishments (or work 

outputs) versus behavior or competencies. 

• Identify key risks in the performance analysis 

process. 




Curves & Detours: 

Using Evidence to Stay on Track 

Clare Elizabeth Carey, CPT, EdD, Director, E&T, Texas 

Cryptologic Center, Jeanne Farrington, CPT, EdD, 

President, J. Farrington Consulting, and Mary Norris 

Thomas, CPT, PhD, CEO, The Flemming Group, LLC 

Hazards abound in the workplace. Your plans may 

be waylaid by pressures to perform faster, better, 

and cheaper; and enticing techniques may fail to 

deliver as promised, leaving you stranded. When 

practitioners make choices based on dubious 

knowledge, they put their desired outcomes at 

risk. Navigate those potential curves and detours 

by using evidence to stay the course toward your 

desired results. Come hone your skills at making 

timely, evidence-based decisions that deliver 

high-value solutions. 


• Describe evidence: what it is, where it comes 

from, and how to find it. 

• Identify principles of evidence-based decision 

making. 

• Examine common workplace practices and 

distinguish flawed fads from sound solutions. 




Using Job-Focused Objectives to 

Improve Learning Transfer 

Steven W. Villachica, PhD, Associate Professor of 

Instructional and Performance Technology, and 

Donald A. Stepich, PhD, Associate Professor of 

Instructional and Performance Technology, Boise 

State University 

How do HPT practitioners help people acquire 

higher-level cognitive skills that transfer to the 

workplace? How do they gain the organizational 

support they will need to create and implement 

this type of learning? Astute practitioners focus 

on skills-to-be-learned, rather than content-tobe-covered. 

They also work with others in the 

organization to generate support for this type of 

learning throughout the organization. Come 

learn and practice powerful, proven strategies in 

this interactive session. 


• Write job-focused objectives that promote 

skill transfer to the workplace. 

• Develop strategies to collaborate with training 

sponsors, subject-matter experts (SMEs), 

and other stakeholders in your organization 

to gain support for implementing job-focused 

objectives. 




ROI is DOA—ROE Is Better 

Scott Knutson, Manager, Learning and Leadership, 

Freeport McMoRan 

This session will provide a description and framework 

for ROE (return on expectations) and show 

why it is clearly the better assessment tool compared 

to ROI (return on investments). 


• Describe what ROE is and why it is better 

than ROI. 

• Explain and complete an ROE equation. 

• Complete a Results Contract. 

• Compare and contrast ROE and ROI. 

• List the advantages of ROE. 



There’s an App for That, but Does 

It Drive Transfer? 

Matthew Donovan, Executive Director, General 

Physics, and Kirsten E. Hoyt, EdD, Production 

Manager, Learning Solutions Team, GP Strategies 

Corporation 

The mobile landscape has fundamentally changed 

how individuals learn, teach, and perform. This 

change not only applies to everyday consumers but 

to today’s workforce as well. In fact, many studies 

have shown that businesses are adopting the 

mLearning for enterprise applications. Although 

these tools have the potential to deliver a solid 

return, will they? How can you ensure this? 

This session will explore key considerations in the 

design and evaluation of mLearning strategies. 


• Analyze current market adoption of 

mLearning (iPad). 

• Identify key design features of mLearning 

solutions to promote learning transfer. 

• Employ a recommended process for developing 

an effective mLearning evaluation strategy. 



Saturday 

April 21 • 1:30–3:00 pm 


Interventions 


Coaching: Overused, Abused, 

and Misused 

Kevin Arseneau, Training Specialist, Imperial Oil, 

and Sonia Di Maulo, Founder and Lead Feedback 

Enthusiast, Harvest Performance 

Organizations with a Peer Coaching Support 

Network recognize their best and boost the rest! 

Benefits of peer coaching are GREAT: 

G: Gets new learners ready: observation, practice, 

and feedback while learning the business 

R: Recognizes high performance 

E: Eases new recruits to customer-ready state, 

minimizing costly mistakes 

A: Attracts continued motivated performance 

while complementing initial training effort 

T: Teams work together, synchronized for success 

In this session, participants will get proven tips to 

implement a Peer Coaching Support Network. 


• Recognize the benefits of tapping into a national 

or global peer network for their business. 

• Describe required feedback systems to ensure 

the program’s success. 

• Develop the structure for a progressive checklist 

of coaching activities tailored to their 

business. 

• Describe the framework for creating a peer 

coach process conducive to their organization. 

• Specify the logistics of establishing a national 

or global peer coach network. 




Achieving Unimaginable Performance: 

New Science for Affirmative Leadership 

Rick Grbavac, Vice President, Account Management, 

Cerebyte, Inc. 

Our changing world demands great leadership. 

New science has led to the creation of an innovative, 

“affirmative” approach to leadership and 

leadership development that quickly and effectively 

makes everyone a great leader. Executives 

increase their ability and confidence in driving 

dramatic performance improvements. Middle 

management embraces change and effectively 

leads teams through significant transformations. 

Individuals grow into greater contribution and 

influence. A proven method is described with 

practical examples from high tech to healthcare. 


• Understand the implications of the new science 

for leadership and leadership development. 

• Apply the core concepts of this science to 

executive leadership roles. 


middle management leadership roles. 


individual contributor leadership roles. 

• Integrate these areas in ways that create a 

high-energy, high performing organization. 



Pushing Management’s Buttons to 

Improve Performance 

David Hartt, CPT, EdD, Deputy Director, Operations 

& Training, Chenega Corporation 

Staples introduced the “Easy Button” to solve 

problems. Unfortunately, a simple button does not 

solve complex problems, but knowing what organizational 

issues to address and when to address 

them can result in significant improvements. 

This session examines the Performance Factors 

Model, a recent adaptation of the Behavioral 

Engineering Model (Gilbert) and the Six Boxes 

Model (Binder). This session uses interactive 

exercises and demonstrates a new twist on the 

widely accepted seminal work. 


• Discriminate between organizational and 

individual performance factors. 

• Identify the strengths and weakness of the 

Performance Factors Model. 

• Use the Performance Factors exercise to 

demonstrate the relevance and business value of 

a performance versus a training perspective. 




Financial, Social, Human Capital? 

No, Psychological Capital! 

Scott Casad, LCDR, U.S. Coast Guard 

Organizations strive to optimize their financial, 

social, and human capital, but emerging literature 

from the field of positive psychology asserts 

psychological capital (PsyCap) as a unique and 

potentially powerful addition to workplace 

design. In this interactive session, participants 

will assess their own PsyCap; debate PsyCap as 

an organizational intervention; and learn how 

current research findings support organizations 

expanding their capital development to include the 

PsyCap elements of hope, optimism, resiliency, 

and self-efficacy. 


• Define the concept of psychological capital. 

• Explain relationships between psychological 

capital and individual and organizational 

outcomes (e.g., satisfaction, performance). 

• Evaluate the value of psychological capital to 

workplace and organizational design. 

• Assess their psychological capital using a valid 

and reliable instrument. 



Why Doers Do: 15 Years Wiser 

David Wile, Senior Director, the iago group 

Fifteen years ago, David authored a new human 

performance technology (HPT) model in 

Performance & Instruction. Since then, he has 

refined the model in several large companies and 

added empirical research. The result? An HPT 

model that has helped business leaders at the 

highest level pursue a holistic view of human 

performance. In this session, you will be introduced 

to a working model of the nine dimensions 

required for measurably improved human 



• Identify nine factors of HPT and their 

sub-categories. 

• Differentiate tangible from intangible factors. 

• Differentiate HPT factors internal to the 

performer from those external. 

• Conduct a performance needs assessment with 

their business partners using a simple tool. 


Saturday 


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21

Masters Series Saturday April 21 • 3:15–4:30 pm 

3:15-4:30 pm 

Masters Series Presentations 

e speakers selected by ISPI President Judith 

Hale, CPT, PhD, represent our worldwide 

reach and focus on what ISPI members are 

doing to build capacity in other countries and 

organizations. Participants select one presentation 

to attend. 


The Challenges and Breakthroughs of 

Practicing HPT in Ghana, West Africa: 

Aligning Culture, Work, and the Workforce 

to Improve Business Outcome 

Janet A. Annan, CPT, MEd, Principal, Excel Human 

Capital Consultancy 

Attempting to apply the fundamental 

tenets of Human Performance 

Technology in a developing country 

such as Ghana, West Africa where 

dictatorship and authoritarian 

leadership dominated the country for 19 years 

was very difficult. Projects almost failed because 

the approach as a facilitator and a partner in performance 

consulting was not welcomed initially. 

Clients viewed a performance consultant as 

one who comes in and solves problems without 

their involvement, negating the Partnership/ 

Collaboration principle of HPT. However, 

with perseverance and trust in the HPT process, 

success was achieved. Come and discover how 

to transform entrenched attitudes and mindsets 

to desired behavior, where clients embrace 

HPT practice. 


CANCELLED 

Transforming Transitioning Societies by 

Improving Performance 

Valbona Morina Maksut, CPT, Chief of Party, World 

Learning, Macedonia 

How do you make an impact on 

transitioning societies? What 

does it take to help organizations 

produce results in a donor-funded 

context? What are some of the 

unique features of performance improvement 

work in a development context? Join this session 

to hear how World Learning supported organizations 

in improving their performance in 

Macedonia and a number of other countries 

around the world. 

Participants will be able to describe: 

• Factors of success of performance improvement 

efforts in public and non-for-profit sectors 

• Results of HPT work in the development 

context: organization and society level 

• Ways and areas of involvement of ISPI 

members in World Learning performance 

improvement work worldwide 

CANCELLED 


Treasure Hunt! Learn to Tap the Hidden 

Wealth That Drives Human Performance 

Phil Kirby, Founder, Organization Thoughtware® 

International Inc., Phil Kirby Live! 

Phil Kirby knows HPT. For over 20 

years, he’s been applying Deming’s 

PDCA with incredible results— 

using an unconventional approach. 

He’ll show you how to think like a 

treasure hunter, see with process eyes, and discover 

the hidden wealth that drives productivity. Phil 

will take you on Treasure Hunts with some bluechip 

Canadian companies, such as Tim Hortons 

and Canadian Tire that will demonstrate how 

HPT is revolutionizing productivity. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Sunday 

April 22 • 7:00–11:30 am 

7:00-8:00 am 




The Realities of a Successful Job Search 

Marshall Brown, President, Marshall Brown & Associates, 

with panel participants Mary K. Telban, CPT, 

MEd, SPHR, Director of Curriculum and Assessment, 

Cuyahoga Community College and Founder & Managing 

Partner, SOLVit, LLC and Catherine S. Brown, 

MS, Senior Program Manager/Instructional Architect 

for Industry Leadership Development, Institute of Nuclear 

Power Operations 

Are you “between successes” or perhaps considering 

a job change? Hear from a career coach and an 

ISPI professional who has made a successful job 

change about what employers look for in potential 

applicants and what makes a candidate “stand out” 

from their competition. Learn from those that 

have made a transition as they share their ideas 

and thoughts with you. 

8:00-9:30 am 



Toxic Workplace!: Managing Toxic 

Personalities and Their Systems of Power 

Mitchell Kusy, PhD, and Elizabeth Holloway, PhD, 

Professors, Doctoral Program in Leadership and 

Change, Antioch University 

Just one toxic person in the 

workplace has the capacity 

to debilitate individuals, 

teams, and even organizations. 

Mitchell Kusy and 

Elizabeth Holloway, experts 

in cultivating systems of respectful engagement 

and managing difficult personalities in the workplace, 

take on one of the biggest challenges leaders 

face today. Based on their recently published national 

research study with 500 leaders across the 

U.S., Mitch and Elizabeth will share their new 

model of civility and illustrate how to manage existing 

toxic behaviors, create norms that prevent 

the growth or re-growth of toxic environments, 

and ultimately design organizational communities 

of respectful engagement. Their research reveals 

warning signs of a serious behavioral problem and 

identifies how toxicity spreads in systems with 

long-term effects on organizational climate, 

even after the person has left. Learn their systemsapproach 

that dispels nine commonly accepted 

myths about toxic persons and their effect on 

organizational culture, true costs to the organization, 

and how to change the system that encourages 

toxicity. Take advantage of how-to actions and 

strategies to positively affect your organization’s 

staff, performance, and ultimately your organization’s 

bottom line. Mitchell and Elizabeth are the 

authors of the acclaimed book Toxic Workplace!: 

Managing Toxic Personalities and Their Systems 

of Power. 

9:30-10:00 am 



Keynote Book Signing and 

Coffee Break 

10:00-11:30 am 



4th Annual University Case Study 

Competition: Part 2 

Facilitator: Matt Donovan, Executive Director, 

Option Six, A Division of General Physics Corporation 

In January, graduate students from three universities 

engaged in ISPI’s 4th Annual University Case 

Study Competition. During day one, the teams— 

LPS, Effectus, and Sapienta—presented their 

findings and recommendations to the simulated 

client and our panel of judges: Jeanne Farrington, 

Louise Leone, Matthew Peters, and Dan Miller. 

Today, all three teams will receive the benefit of 

the judges’ feedback and guidance in both written 

form and in-person during a Q&A Session. 

Announcement of the winners and prizes will 

be awarded before the Keynote Presentation 

on Monday. 


Analysis 


Models and Tools for Performance 

Analysis 

Roger Chevalier, CPT, PhD, Principal, Improving 

Workplace Performance 

This session will provide internal and external 

consultants with ideas, models, and tools to systematically 

and systemically analyze performance 

shortfalls. Included in the session are a performance 

consulting guide, a structure for asking 

questions, and a performance analysis worksheet 

(integrating gap analysis, cause analysis, and force 

field analysis) to assist consultants in working 

one-on-one with the managers they serve. An 

interactive case study will reinforce what has 

been learned. 


• Systematically interact with their clients 

using a performance consulting job aid. 

• Develop questions to assess and diagnose the 

needs of their clients. 

• Identify performance gaps and causes using a 

performance aid that employs gap analysis, 

cause analysis, and force field analysis. 




2012 Performance Improvement/ 

HPT Model As Job Aid 

Darlene Van Tiem, CPT, PhD, CPLP, Faculty, Capella 

University and Emeritus, University Mich-Dbn and 

James Moseley, CPT, EdD, Associate Professor, Wayne 


The new Performance Improvement/HPT Model 

incorporates ideas that are being included in our 

performance improvement practice. Our field 

focuses on outcomes, sustainability and feasibility, 

and creating business cases. We need to be sure we 

leave our clients or customers much better than 

when we began. The model focuses on processes 

for change. While it is not necessary to complete 

every sub-step of every phase, there is a need to 

accomplish the desired results. 

Sunday 


www.ispi.org 

23

Sunday April 22 • 10:00–11:30 am 


• Recognize value of the model. 

• Understand new features of the model. 

• Discuss immediate and sustainable evaluation. 

• Apply the model to case study. 

• Determine your proficiency in the list of 

interventions. 



Performance Architecture: Art or 

Science? 

Carol Haig, CPT, Principal, Carol Haig & Associates, 

and Roger Addison, CPT, EdD, Founder, Addison 

Consulting 

Whether constructing a new building or renovating 

a historic structure, the architect’s approach, 

considerations, models, and client interactions 

have much in common with the work of the 

performance improvement professional. Come 

share selected evidence-based models and tools 

that help us integrate the worker, work, and workplace 

to improve performance in organizations. 

Engage in a lively interchange of ideas and practical 

solutions to vexing challenges. You will come 

away with proven techniques you can try right 

away to produce stellar results. 


• Use the Landscape Model as an architectural 

guide to design and align performance. 

• Shift client conversations from training to 

performance using the Performance Map. 

• Perform a reality check for performance 

improvement projects using the RSVP+ 

principles. 

• Use the Total Performance System Model to 

map an organization. 




Performance Improvement in Exactly 99 

Words 

Brian Remer, Creative Learning Director, The Firefly 

Group 

You do not need to be long-winded to set the 

winds of change in motion. In fact, just a few 

select words can teach volumes about visioning, 

change management, empowerment, team 

building, or motivation—all vital lessons for 

performance improvement. Experience the 99- 

word story format. Learn how a choice word or 

two can spark creativity, foster conversations, 

and deepen learning. Create your own strategies 

for using micro stories and discover why shorter 

can be better! 


• Assess at least four interactive training strategies 

that use very short stories. 

• Analyze why using fewer words can be more 

effective for teaching. 

• Develop at least two ways to use micro stories 

in their own work setting. 



Personal Leadership Pilgrimage 

James M. Gehrke, Senior Learning Strategist, Magnify 

Leadership and Development 

Too often we are so distracted by day-to-day pressures 

that we never stop and reflect upon our own 

unique position and role as individual leaders. In 

the Middle Ages, pilgrims believed that through 

the sacrifice of making a pilgrimage they would 

achieve new levels of understanding, peace, and 

meaning in their lives. To achieve our full potential, 

each of us must embark on a journey akin to a 

pilgrimage of personal development and mastery. 


• Embark on their own personal journey of 

understanding the five key personal leadership 

lessons. 

• Anchor themselves to core values. 

• Create a personal legacy compass. 

• Build excellence. 

• Become a servant leader. 

Audience Level: All 



Measuring Organizational Performance 

with Simple and Predictive Tools 

Kery Mortenson, CPT, Training Effectiveness Manager, 

Baxter Healthcare, and Tim Gillum, PhD, Senior 

Manager Quality Training, Baxter Healthcare 

The session will target the challenges that human 

performance improvement functions face in regulated 

organizations. In this interactive session, 

participants will review key principles and tools to 

achieve greater compliance and productivity by 

using unconventional methods and tools. Specific 

tools to rapidly develop training curricula, align 

key knowledge, skills, and behaviors to desired 

goals, and implement predictive measures for 

organization impact will be given. 


• Use unconventional methods to drive performance 

improvement in a regulated industry. 

• Apply simple and predictable evaluation 

strategies. 

• Create an impact map for their specific 

intervention. 

• Challenge their current assumptions and 

approaches to improve performance. 



ROI InAction: An Integrated Case Study 

Jack Phillips, PhD, Chairman, ROI Institute 

In this session, the audience will be involved in a 

real ROI case study, interactively. Participants 

move through all the case steps to measure ROI. 

At select intervals, the audience will make decisions 

about the course of action to take. The use of 

the ROI methodology is about making choices of 

how to collect data, analyze the data, and report 

the results. Participants will see the data collected 

and the analysis unfold and be actively participating 

in the calculation of ROI and the presentation 

of the results. This session is for those who are 

familiar with the ROI concept. 


• Describe at least five ways to collect data. 

• Describe at least three ways to isolate the effects 

of the program on the data. 

• Identify four ways to convert data to money. 

• Explain the misconceptions of ROI. 



Sunday 

April 22 • 10:00–11:30 am 


Interventions 

Windsor West, Mezzanine 

City Doctors: Applying HPT to Turn 

Around Colon City, Panama 

Mariano Bernardez, CPT, PhD, PII Institute and Roger 

Kaufman, CPT, PhD, PII Institute, Professor Emeritus, 

Florida State University 

Participants will learn to use human performance 

technology (HPT) tools and models to align 

multiple interventions in a city turnaround case. 

Participants will learn to use a double bottom-line 

business case to measure the impact and value 

added by each intervention and the social and 

conventional return on investment. Participants 

will also learn to use a multi-organizational 

flowchart design tool to identify and coordinate 

multiple business partners in a city turnaround 

(security, housing, health, tourism, education, 

hospitality, trade). 


• Learn to use HPT to analyze multiple performance 

problems at a community level. 

• Build a double bottom-line business case for a 

systemic HPT intervention. 

• Organize multiple stakeholders’ interests in a 

viable social and business ecosystem. 

• Align multiple interventions using a common 

HPT “connector” tool. 

• Identify and measure value added to clients, 

stockholders, employees, and stakeholders. 



Leaders, Get Your Teams Ready 

to Feedback! 

Sonia Di Maulo, Founder and Lead Feedback 

Enthusiast, Harvest Performance 

Teams who cannot communicate and motivate 

each other cannot achieve success. Teams who can 

are invincible: Creativity is unleashed; accountability 

and responsibility are reinforced; respect 

and trust run rampant. It is time to use authentic 

feedback to retain, motivate, and foster team 

connection! Pick up simple strategies that are 

easy to implement and guarantee success. 


• Identify challenges when offering and asking 

for feedback. 

• Assess how well they offer and ask for feedback. 

• List feedback strategies that foster creativity 

and build accountability and trust. 

• Plan to provide authentic feedback that retains, 

motivates, and fosters team connection. 




Want to Boost Performance? There’s an 

App for That 

Allison Rossett, CPT, EdD, Allison Rossett & Associates 

Mobile devices are groovy. But they are even better 

than groovy. They have something we know is 

critical to improving performance. They are there, 

on demand, grabbed in the heat of the moment, 

refreshing our thinking by their presence. What 

are the sweet spots for mobile learning and mobile 

support? How do they differ? What are planners 

and sidekicks, and how can each boost performance? 

Let’s tour key concepts and look at 

examples. 


• Define mobile learning and mobile performance 

support and point to examples. 

• Describe opportunities to use mobile devices 

and some circumstances where it doesn’t make 

sense at all. 

• Define planners and sidekicks and explore 

examples. 

• Identify opportunities in your work to use 

mobile to boost performance. 




HPT Backyard Research: Tales From 

the Frontline 

Dr. Tim Brock, CPT, PhD, Manager, Science of 

Learning & Performance, Lockheed Martin Global 

Training & Logistics, and Peggy Meli, PhD, Director 

of Consulting Services, YES HIM Consulting, Inc. 

What is Human Performance Technology (HPT) 

Backyard Research and does it really work? Can 

it really help the HPT practitioner add a tier of 

inquiry to his or her daily work life that will result 

in publishable research and also improve the 

quality of the deliverable products? This session 

will provide the foundational framework for 

conducting developmental research and review 

examples of how it has been applied in different 

settings. You will leave with guidelines that will 

help you become a HPT Backyard Researcher 

when you return to your workplace. 


• Recognize opportunities to integrate practicebased 

research in their work environment. 

• Identify how to integrate this research framework 

into their current business practices. 

• Explain the benefit to the HPT profession of 

publishing knowledge that reflects systematic 

HPT practice. 

• Link the 10 HPT Standards to this developmental 

research framework. 


Sunday 


www.ispi.org 

25

Chat ‘n Chew Sunday April 22 • 11:45 am–1:15 pm 

Osgoode Ballroom East/West, Lower Concourse 

Table hosts will present a 20-minute presentation to three groups of attendees during an informal lunch session. Attendees are invited to grab a sandwich and 

select a table. After your first 20-minute round, there will be a 10-minute break for participants to dispose of lunch items, informally network, and select a 

second presentation table. This will repeat a third time. Attendees have the opportunity to attend three different 20-minute roundtable presentations. 

1 2012 Performance Improvement/HPT Model .....................................................................................Darlene Van Tiem and James Moseley 

2 A Cause Analysis Tool for HP Technicians ............................................................................................Jesse Sostrin 

3 A Tale of Two Ships: Systematic Evaluation ...........................................................................................Glenda Feldt and Michael Roper 

4 Adding Mobile Nuggets to the Main Course.........................................................................................John Gibbs and Nitin Mistry 

5 Alternate Training Approaches that Reap Big Results .........................................................................David Livingston and Kendra Lee 

6 Analyze This! Validating Scenario Based Assessments.........................................................................Karen Peters and Kirsten E. Hoyt 

7 Application of Data Collection Techniques By CPTs..........................................................................Minjing Duan 

8 Be a Hunter-Gatherer of Data Collection...............................................................................................Nancy J. McConnell and Yvonne Earnshaw 

9 Beginning the HPT Journey: Intel’s Story ..............................................................................................Bob Simington 

10 Capturing Impact, Getting to the Business.............................................................................................Martin E. Zink and Vaughan P. Houger 

11 Design 2.0! Collaborative Instructional Design that Works! .............................................................Sue Czeropski and Curtis Pembrook 

12 Employee Feedback First: A Novel Concept?........................................................................................Kelson Zehr 

13 Evaluate “Good” Performance Using Criteria for Outputs .................................................................Carl Binder 

14 Examining the Boundaries of HPT..........................................................................................................Ria Roy 

15 Explore ISPI’s Accreditation for Your Company...................................................................................Andrea Moore 

16 Fostering Open-Mindedness in the Workplace......................................................................................Peg Lohman 

17 How Can I Improve My Personal Performance? ...................................................................................Wafi Al-Baghdadi 

18 I2 Intervention Selection Matrix...............................................................................................................Jason Siko 

19 Identifying Characteristics and Competencies for Online Faculty ...................................................Charlotte Chase and Holly Burkett 

20 Increasing Participation in Learning—Without Free Food!...............................................................Dominique Giguere 

21 Instructional Design Theory for Higher Order Thinking Skills in 

Entirely Web-Based Discussion.................................................................................................................Yun Jeong Park 

22 Intervention Selection: Inquiry, Instruction, and Consulting ............................................................Simon Symonette 

23 It’s All in Your Head.....................................................................................................................................Adrienne White 

24 JetBlue University’s Business Metrics for Action ...................................................................................Amy Legge 

25 Job Fit: A Critical Step in Achieving Top Performance .......................................................................Jay Sherman 

26 Let’s Play the “Technology Match Game”...............................................................................................Thomas Vasko 

27 Let’s Roll: Launching POS Systems Using HPT...................................................................................Joanne Mowat 

28 LMS Limiting Your Curriculum? Here’s Help! .....................................................................................Angel Foster 

29 Measuring Informal Learning in Corporate Universities.....................................................................John R. Mattox 

30 Memory: Learning Maker or Breaker ......................................................................................................Atena Bishka 

31 Mindlessness Matters: Thinking Mindfully in HPT Contexts..........................................................Melisande J. McCrae 

32 OSHA-Design Effective Forklift Daily Exams ......................................................................................Joe Monaco 

33 Pioneering Performance: It Starts With You ..........................................................................................Pat Rasile 

34 Play the Build a Nation! Game ..................................................................................................................Suzanne Bond Hinsz 

35 Poor Readers Don’t Have to be Poor Learners.......................................................................................Jeanne Schehl 

36 RSVP+ Strategies for Healthcare Clinical Documentation Improvement .....................................Peggy Meli, Timothy Brock, and Karen Youmans 

37 Selling the Value of Education to Employers..........................................................................................Samantha Burroughs 

38 Solving the Performance Puzzle.................................................................................................................Kathleen Bates and Gale Mazur 

39 Speaking Their Language: Explaining HPT to SMEs .........................................................................Branden Mack 

40 Strategies to Support Performance-Based Faculty Online Course Development ..........................C. Candace Chou 

41 Talking with Executives and Clients: Five Needed Behaviors ............................................................Gary DePaul 

42 The 7 Levers of Exemplary Performance.................................................................................................Michael Sabbag 

43 The Importance of Mentorship in Performance Improvement..........................................................April Ewing-Miles 

44 Tool for Balancing Team Capacity and Workload.................................................................................Susan Pavelek 

45 Training for Sustainability ..........................................................................................................................Diana M. Osinski 

46 Turning Smile Sheets into Smart Sheets..................................................................................................Shawn Overcast 

47 Use Feedback to Cultivate Trust and Collaboration!...........................................................................Sonia Di Maulo 

48 Using Performance-Based Learning to Drive Business Outcomes: A Case Study..........................Sheryl Gangano 

49 Why Become a CPT?..................................................................................................................................Maurie Coleman 


Chat ‘n Chew 

Sunday April 22 • 11:45 am–1:15 pm 

1. 2012 Performance Improvement/ 

HPT Model 

Darlene Van Tiem and James Moseley 

The 2012 Performance Improvement/HPT 

Model is a process for successful improvement 

efforts. The updated model includes future thinking 

such as sustainability, feasibility, business cases, 

positive approaches, and commitment to change 

management from the first day. Performance 

improvement applies to problems as well as opportunities 

for new services or products, and applies 

to all workplaces, all schools, government, and 

world challenges. The model incorporates most 

major human performance technology (HPT) 

concepts and supports the ISPI Standards and 

certification process. 

2. A Cause Analysis Tool for Human 

Performance Technicians 

Jesse Sostrin 

Learn how to apply a research-based cause 

analysis model. After 20 minutes you will be able 

to engage stakeholders in a constructive process 

to explore issues of concern, integrate diverse 

viewpoints across various levels of the organization, 

identify and validate factors that are the 

causes of learning and performance gaps, reveal 

complex interrelationships and unexpected 

connections between people and issues, and 

create deeper knowledge and awareness of shared 

experiences in the workplace. 

3. A Tale of Two Ships: Systematic 

Evaluation 

Glenda Feldt and Michael Roper 

The U.S. Coast Guard launched two sister ships 

a year apart. Thousands of dollars were invested 

in crew preparation using a full range of interventions. 

To determine the value to the organization 

of the monies invested in performance improvement, 

two full-ship evaluations were conducted a 

year apart. Learn best methods to conduct Level 3 

evaluations and benefit from lessons learned in 

these two large studies. Beyond case studies, 

evaluation tips and techniques will be presented. 

4. Adding Mobile Nuggets to 

the Main Course 

John Gibbs and Nitin Mistry 

Straddling the boundary between tool-based and 

instructional interventions, nuggets can play a 

key role in performance improvement. They combine 

targeted and ad-hoc delivery via mobile and 

traditional technology platforms. We will explore 

need drivers for nuggets, push versus pull delivery, 

required versus discretionary and formal versus 

informal use, content selection and organization 

schemas, and media formats. You will take away 

a rationale to justify investing in nuggets as a 

strategic tool rather than an afterthought. 

5. Alternate Training Approaches 

That Reap Big Results 

David Livingston and Kendra Lee 

Face-to-face training has long been the preferred 

approach when training new skills and changing 

behaviors. In today’s tight market where time out 

of the office and travel reimbursement are not 

realistic, you need alternate approaches that 

effectively instill new skills and speed time to productivity 

with minimal impact. We will examine 

an actual virtual delivery program that engaged 

executives, managers, and employees and how it 

changed behavior of a large staff to deliver return 

on investment. 

6. Analyze This! Validating Scenario- 

Based Assessments 

Karen Peters and Kirsten E. Hoyt 

Assessments are used in various ways in the learning 

industry—some assess knowledge, some are 

for certification, and others are performance 

based. Assessing at the higher end of Bloom’s 

Taxonomy creates more difficulty in proving both 

reliability and validity. Join us in this roundtable 

to discuss working with subject matter experts 

and stakeholders to design, develop, and assess 

scenario-based assessments designed at the 

application/analysis/synthesis level of Bloom’s 

Taxonomy. 

7. Application of Data Collection 

Techniques by CPTs 

Minjing Duan 

This roundtable presents research findings from 

a survey study investigating the status quo of the 

application of data collection techniques by ISPI 

Certified Performance Technologists (CPTs) with 

a special focus on examining how rigorously CPTs 

are applying those techniques. Participants in 

this roundtable will discuss the findings with the 

presenter, compare the findings with their own 

experience, and obtain useful tips for applying 

data collection techniques in a rigorous, effective, 

and efficient way. 

8. Be a Hunter-Gatherer of Data 

Collection 

Nancy J. McConnell and Yvonne Earnshaw 

Collecting data in a challenging environment 

means one has to develop the skills of a huntergatherer. 

Explore the development of tools and 

methods that will help you hunt out and gather 

the data you need to provide Kirkpatrick Level 3 

and Level 4 information. This is especially true for 

those in work environments where performance 

data are highly confidential. 

9. Beginning the HPT Journey: 

Intel’s Story 

Bob Simington 

This roundtable describes the efforts of a small 

group in Intel’s technology manufacturing group 

to establish human performance technology 

(HPT) as the accepted approach to human performance 

problems. The presenter will describe 

the starts and stops that occurred, the obstacles 

that had to be overcome, the resources used, and 

the key learnings so far in the process. 

10. Capturing Impact, Getting to 

the Business 

Martin E. Zink and Vaughan P. Houger 

This roundtable will focus on a solution-neutral 

approach. Through active listening and guided 

conversation focused on your client’s business 

goals, you will build credibility and, together with 

your client, be able to identify meaningful metrics 

to quantify the performance gap. 

11. Design 2.0! Collaborative 

Instructional Design That Works! 

Sue Czeropski and Curtis Pembrook 

Web 2.0 platforms and applications are emerging 

at an exponential rate. Yet, few organizations 

know how to utilize Web 2.0 tools in the instructional 

system design process to enhance workplace 

performance. This roundtable addresses two fundamental 

questions: (1) How are Web 2.0 tools 

changing the landscape of learning and performance? 

and (2) How do we leverage Web 2.0 tools, 

subject matter experts, resources, and rapid design 

to enhance performance and knowledge management? 

12. Employee Feedback First: 

A Novel Concept? 

Kelson Zehr 

Organizational performance issues are often 

first assumed to be employee performance issues. 

Research and statistics show that the majority of 

the time, the performance issue is a systematic one. 

This roundtable will provide fundamental concepts 

behind the ever-increasing acknowledgment 

of coaching in the workplace. Additionally, it will 

provide some first steps in applying concepts such 

as congruence and critique to optimize clarity to 

increase employee feedback and motivation, and 

capacities to enhance performance 



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27


13. Evaluate “Good” Performance 

Using Criteria for Outputs 

Carl Binder 

Gilbert taught us to focus on accomplishments or 

work outputs, not behavior. Measuring and evaluating 

performance is easy when we identify criteria 

for “good” work outputs and count them over 

time. This roundtable introduces a rationale for 

defining criteria for work outputs based on their 

contribution to business results or corporate values, 

and counting work outputs as either meeting 

or not meeting those criteria. This offers a simple 

but powerful foundation for measurement and 

evaluation. 

14. Examining the Boundaries of HPT 

Ria Roy 

Human performance technology (HPT) is influenced 

by myriad fields and disciplines, and, as 

such, there are varying levels of confusion that surround 

the understanding of HPT. HPT is focused 

on improving performance at the organizational, 

team, and individual level; it does not own the 

practice of performance improvement. A lack of 

consideration about the boundaries that delineate 

the field has ramifications on both research and 

the practice of HPT. This roundtable endeavors 

to examine the various domains and disciplines 

considered central to the field by HPT proponents. 

15. Explore ISPI’s Accreditation for 

Your Company 

Andrea Moore 

ISPI is offering a service to companies to recognize 

courses, programs, and departments. The 

accreditation service evaluates how the accredited 

item was developed. If an item is successfully 

accredited, it will adhere to ISPI’s 10 Standards of 

Performance and be developed following ISPI’s 

ethical guidelines. There are some companies 

currently undergoing this process, which will be 

discussed. Come by and see how it works and how 

your company can achieve this distinction. 

16. Fostering Open-Mindedness in 

the Workplace 

Peg Lohman 

Open-mindedness plays a large part in effective 

group problem solving. One’s level of open- versus 

closed-mindedness is referred to as dogmatism. 

Research indicates that problem-solving groups 

containing less dogmatic individuals tend to place 

greater importance on considering divergent opinions 

and beliefs and, ultimately, produce more 

effective problem solutions. In this roundtable, 

participants will learn more about the nature of 

dogmatism and strategies for integrating its assessment 

into employee selection, development, and 

evaluation systems. 

17. How Can I Improve My 

Personal Performance? 

Wafi Al-Baghdadi 

Personal performances span three life core images: 

self, private, and work. Each core image consists of 

numerous elements. Performance improvement is 

closely connected to these. On the basis of a master 

strategy and defined parameters of the quality 

of life, we can calculate the performance gap that 

needs to be closed. Learn steps that are necessary, 

starting with the analysis of the status quo and 

ending with the realization of your own vision. 

18. I2 Intervention Selection Matrix 

Jason Siko 

The I2 Intervention Selection Matrix is a useful 

tool that will help in the selection of appropriate 

interventions based on the level of impact and invasiveness 

of the intervention. It is a two-axis grid 

that places interventions in one of four quadrants. 

Based on which quadrant the intervention falls, a 

practitioner can decide which interventions to 

use, not use, or use with caution. It is a simple, yet 

elegant way to determine appropriateness. 

19. Identifying Characteristics and 

Competencies for Online Faculty 

Charlotte Chase and Holly Burkett 

This roundtable describes a research project 

about the characteristics of effective faculty online 

teaching methods. Phase 1 of the study reviews 

exemplars of the practice of online teaching, and 

Phase 2 is an interactive group session that links 

online educators to the Standards of Performance 

Technology. Academic results in the form of 

student learning outcomes are emphasized, and 

a systems view is integrated into the research to 

consider other aspects of faculty performance. 

20. Increasing Participation in 

Learning...Without Free Food! 

Dominique Giguere 

A recent study on employee participation in learning 

has shown that the way the antecedents to 

participation are structured, enabled, supported, 

and monitored in the workplace is an important 

predictor of whether staff will participate in their 

ongoing development. The study provided useful 

recommendations for those wishing to improve 

the process preceding participation and as a result 

increase and widen the overall participation in 

learning within their organization. 

21. Instructional Design Theory for 

Entirely Web-Based Instruction 

Yun Jeong Park 

This roundtable will discuss instructional design 

theory and formative research method used for 

developing and refining a research-based and 

practical instructional guideline. The theory 

development and process will assist instructional 

designers, instructors, administrators, and textbook 

developers to incorporate online pedagogies 

into entirely web-based instruction. The roundtable 

will focus on the strategies for supporting 

higher thinking skills. 

22. Intervention Selection: Inquiry, 

Instruction, and Consulting 

Simone Symonette 

Participants will discuss how the use of grounded 

theory methodology affects intervention selection 

inquiry, instruction, and consulting. 

23. It Is All in Your Head 

Adrienne White 

It is all in your head: Leveraging brain function 

for greater success is what will be covered in this 

lively roundtable. You will discover: 

1. Three tips to get more success from your 

design and implementation. 

2. How to improve collaboration and influence 

between you and your stakeholders 

3. Some of the physiology behind change and 

how to make it work for you. 

24. JetBlue University’s Business 

Metrics for Action 

Amy Legge 

Business Intelligence is critical to the success of 

any organization and corporate universities are no 

different. Come learn how JetBlue University’s 

assessment, measurement, and evaluation (AME) 

team worked with their leadership to define the 

key metrics needed to help inform business decisions 

at JetBlue. This roundtable will highlight 

the scalable and repeatable process developed to 

ensure the availability of relevant, actionable data. 

25. Job Fit: A Critical Step in Achieving 

Top Performance 

Jay Sherman 

Research supports the proposition that each 

person has inherent talents and work preferences 

that are unchanging. Aligning employees with the 

right job, based on these inherent traits, increases 

the likelihood of improved job performance 

resulting from employee training, incentives, and 

other environmental interventions. 



Sunday April 22 • 11:45 am–1:15 pm 

26. Let’s Play the “Technology 

Match Game” 

Thomas Vasko 

Have fun playing a game show, using an application 

to visually produce the studio and game 

board, in which participants receive an instructional 

or technology phrase that is missing one 

word. A celebrity avatar suggests several choices 

for completing the phrase. Participants guess 

which choice is correct by texting a response to 

Polleverywhere.com. Results of the texting will be 

shown live. Objective: Participants will be able to 

identify the appropriate technology for different 

types of interventions. 

27. Let’s Roll: Launching POS 

Systems Using HPT 

Joanne Mowat 

Each role will be presented with a short synopsis 

of its skills, goals, and focus as it relates to the 

actual national POS rollout showcased. The 

roundtable will demonstrate and highlight the 

implementation challenges, present real-life 

outcomes, and model the application of the 

human performance technology workflow for 

participants. 

28. LMS Limiting Your Curriculum? 

Here Is Help! 

Angel Foster 

Do you have an inflexible learning management 

system (LMS)? In other words, does your curriculum 

conform to your LMS’ restrictions rather 

than the other way around? There is hope! At 

Lowe’s, we found a way to restructure our curriculum 

to overcome technical LMS limitations. 

During this roundtable, we will discuss five 

techniques and share a tool you can use to 

avoid stubborn LMS limitations and meet your 

learners’ needs. 

29. Measuring Informal Learning 

in Corporate Universities 

John R. Mattox 

Many organizations struggle to measure formal 

learning offerings in their corporate universities, 

and very few measure the effects of informal 

learning. More efforts are needed to measure the 

most pervasive learning approach—informal 

learning. The variety of learning situations and the 

inconsistent timing of learning moments makes 

measurement seem impossible. This roundtable 

will highlight KnowledgeAdvisors’ approach to 

and tools for measuring a variety of informal 

learning situations using a noninvasive process for 

gathering feedback and integrating results across 

multiple situations. 

30. Memory: Learning Maker or Breaker 

Atena Bishka 

Memory is essential to learning. Drawing from 

current cognitive and neuropsychology research, 

this roundtable will focus on: What do memory 

research findings (versus existing myths) mean for 

the workplace today? How could scientific findings 

be used to increase learning effectiveness in 

practice? How do we avoid memory traps and failures, 

maximize memory retrieval, manage limited 

space of short-term memory, and properly facilitate 

the conversion of information and knowledge 

from working memory to long-term memory? 

31. Mindlessness Matters: 

Thinking Mindfully in HPT Contexts 

Melisande J. McCrae 

Workplace performance problems are often illstructured 

and embedded in organizational 

contexts that are characterized by dynamic complexity. 

Consequently, it is not uncommon for 

performance technologists to encounter information 

that is unanticipated or ambiguous. Yet, is 

vigilant application of human performance technology 

techniques sufficient to accurately discern 

root causes and devise powerful interventions? Or, 

is a particular caliber of thinking also required to 

maximize effectiveness? Explore the pitfalls and 

possibilities of routine and non-routine thinking 

in HPT practice. 

32. OSHA-Design Effective Forklift 

Daily Exams 

Joe Monaco 

OSHA requires daily forklift examinations. 

Courts and private company files tell of fatalities 

and serious injuries resulting from broken forklift 

parts tragically unidentified by the operator victims. 

This roundtable offers model job aids that 

have improved upon training and daily or shift examination 

effectiveness. Participants will view 

model examination job aids that contain detailed 

questions typically ignored, discuss advantages 

and disadvantages of this intervention, and walk 

away with a model for designing their own daily or 

shift exams. 

33. Pioneering Performance: 

It Starts With You 

Pat Rasile 

Are you new to performance technology? Do you 

know where to begin? Have you tried to initiate 

change but encountered obstacles? Whether you 

have tried this before or you are about to embark 

on the journey toward performance-based solutions, 

you are responsible for driving change—it 

starts with you. This roundtable provides the tools 

necessary to achieve performance in the workplace 

and the required behaviors to be the driver. Several 

handouts are provided to help you begin 

immediately. 

34. Play the Build a Nation! Game 

Suzanne Bond Hinsz 

In an ocean of need and with the lowest human 

capital indicators in the world, South Sudan is on 

fragile footing. In this context, how does a nation 

prioritize capacity building interventions? Indeed, 

how does the global community make choices for 

what to fund, how to intervene, and when to walk 

away? Practitioners will learn a framework for prioritizing 

interventions when state failure is a risk. 

35. Poor Readers Do Not Have to be 

Poor Learners 

Jeanne Schehl 

Designing effective training for adults with poor 

reading skills or limited English proficiency poses 

a challenge for instructional designers, especially 

when developing online or other asynchronous 

training programs. But many times these trainees 

must gain critical knowledge and skills quickly, including 

potentially lifesaving safety skills. This 

roundtable presents strategies for creating effective 

training for low-literacy learners and those with 

limited English proficiency. 

36. RSVP+ Strategies for Healthcare 

Clinical Documentation Improvement 

Peggy Meli, Timothy Brock, and Karen Youmans 

This roundtable presents strategies and lessons 

learned that human performance technology 

practitioners can adopt from our experience 

applying RSVP+ to ensure clinical documentation 

improvement (CDI) programs are used to 

improve performance of physicians and hospital 

employees. We will share results from CDI audits, 

review the CDI consultation process, and share 

recommendations givens to physicians and 

healthcare organizations using RSVP+. 

37. Selling the Value of Education 

to Employers 

Samantha Burroughs 

Should I continue my education beyond my 

bachelor’s degree? Will my employer support me? 

Are there any benefits to a higher degree in my 

field? These are questions frequently considered 

when people contemplate going back to school. 

This roundtable will give participants hard facts 

concerning the value of a higher degree in the field 

of instructional system design. Topics of discussion 

will include salary norms, value added to 

skill sets, and advice from the field. 



www.ispi.org 

29


38. Solving the Performance Puzzle 

Kathleen Bates and Gale Mazur 

Organizational performance is puzzling for many 

managers and professionals. Using the Organizational 

Performance System (OPS; © 2008) tool 

gives performance managers at various levels the 

ability to identify and solve systemic performance 

issues that may be driving chronic poor performance. 

The OPS tool provides managers with 

systemic insights of their performance system so 

that valuable and scarce resources are invested 

wisely and strategic objectives have a higher probability 

of being achieved. The OPS tool integrates 

the organization’s existing performance models 

and tools; it helps managers utilize those tools 

more effectively and efficiently. 

39. Speaking Their Language: 

Explaining HPT to SMEs 

Branden Mack 

What is the best way to explain human performance 

technology (HPT) to subject matter experts, 

stakeholders, and others? This interactive roundtable 

will target metaphors and common language 

associated with the HPT process model. Participants 

will be able to share and discuss 

examples from their jobs. 

40. Strategies to Support Performance- 

Based Faculty Online Course 

Development 

C. Candace Chou 

The Performance-Based Faculty Development 

(FD) model consists of five instructional strategies: 

formal and informal training, communities 

of practice, performance support, formative evaluation, 

and knowledge sharing. This roundtable 

highlights the process of implementing the FD 

model and how each strategy can be supported 

with collaborative technologies. Formative 

evaluation provides vital information to ensure 

successful implementation. University faculty 

perceptions and assessment of the implementation 

provide valuable lessons on the do’s and don’ts of 

online course development. 

41. Talking with Executives and Clients: 

Five Needed Behaviors 

Gary DePaul 

Talking with executives and clients is not the same 

as talking with managers, professors, supervisors, 

or line workers. When meeting with executives 

and clients, you need to change how you converse 

by attending to your behavior. During the 20 minutes, 

you will discuss how talking with executives 

and clients is different. The presenter will share 

five behaviors that can improve the outcomes of 

your interactions, which can improve partnering 

with these types of leaders. 

42. The 7 Levers of Exemplary 


Michael Sabbag 

What factors are responsible for performance and 

how do we use these as levers to propel performance 

to the exemplary level? In this roundtable, 

you will learn about the 7 Levers of Exemplary 

Performance and how you can use them to help 

organizations, teams, and individuals develop performance 

to exemplary levels. You will walk away 

with a job aid detailing each lever and action steps 

to use this model in your performance improvement 

efforts. 

CANCELLED 

43. The Importance of Mentorship 

in Performance Improvement 

April Ewing-Miles 

Although training has been widely known and 

used as the most popular type of intervention 

tool, more managers are recognizing mentorship 

as an important tool in improving human performance. 

Mentorship programs such as 

peer-to-peer counselors in higher education settings 

and professional mentors in organizations 

can be efficient and effective ways to improve an 

organization’s return on investment and the bottom-line 

results. 

44. Tool for Balancing Team Capacity 

and Workload 

Susan Pavelek 

The experience/interest matrix is a self-assessment 

tool used by internal training and performance 

improvement teams to compare team members’ 

individual proficiency surrounding 47 human 

performance technology interventions (it can be 

easily customized!). It can also be used to help 

drive cross-training initiatives to improve overall 

team performance and increase team member job 

satisfaction. Why? Because the tool is used to help 

teams to better balance team capacity and workload, 

and establish an atmosphere of continual 

learning. 

45. Training for Sustainability 

Diana M. Osinski 

This roundtable will provide participants with 

a high-level overview of an approach to build 

subject matter expert training capacity that was 

developed while working with local and international 

subject matters experts in transitioning 

economies. Whether you work nationally or internationally, 

this presentation will provide you with 

an approach to successfully manage a training of 

trainers program that will transform your subject 

matter experts into instructional designers and facilitators 

whose courses achieve high participant 

learning retention. 

46. Turning Smile Sheets into Smart Sheets 

Shawn Overcast 

Organizational leaders and performance improvement 

professionals often complain that training 

evaluation information provides little or no useful 

information. The root of this problem is the posttraining 

evaluation form, which most often 

focuses on learner satisfaction and is often referred 

to as a smile sheet. This roundtable will focus on 

transforming a smile sheet into a smart sheet that 

provides estimates of learning acquisition, training 

application, business impact, retun on investment, 

and manager support. The end result is an evaluation 

form that gathers information that learning 

and development and business leaders find valuable. 

Participants will leave with a sample smart 

sheet they can begin using immediately. 

47. Use Feedback to Cultivate Trust 

and Collaboration! 


It is time to use authentic feedback to retain, motivate, 

and foster team collaboration! To do this, 

you need to reflect on what the feedback you provide 

is saying about you. Do people come to you 

for feedback? Are they energized after your meetings? 

This roundtable presents a feedback 

self-assessment tool that helps you identify how 

effective your feedback is and provides action 

planning suggestions for improved success. 

48. Using Performance-Based Learning to 

Drive Business Outcomes: A Case Study 

Sheryl Gangano 

EMQ FamiliesFirst, California’s largest social 

service agency for children and families, recognized 

they needed to create a meaningful link 

between the work employees do and the training 

they receive. The organization implemented a 

performance-based approach to learning. Training 

is now more relevant to employees and they see 

how their learning activities support performance 

and positively affect their clients. The end result is 

that the organization is more agile and responsive 

in meeting client needs. 

49. Why Become a CPT? 

Maurie Coleman 

The pinnacle of achievement in the human 

performance field is being recognized as a certified 

performance technologist. Achieving this 

designation requires that you demonstrate your 

project work produces meaningful results. So 

how do you do that? Who are the other Certified 

Performance Technologists (CPTs) in ISPI? 

Why should you want to become a CPT? Come 

hear some stories from CPTs that express why 

they think it is of value personally and to the 

human performance profession. 


Symposium Sunday April 22 • 1:30-5:30 pm 

Research and Theory to Practice Symposium 

Myth Busting: Separating Evidence-Based Findings from Unsupported Beliefs 

1:30-5:30 pm 

Who Are the Presenters and What Are They Presenting? 

Symposium 


Welcome to the ISPI Research and Theory to 

Practice Symposium, specifically designed and 

organized to help workplace learning and performance 

professionals separate fact from fancy, 

myth-taken conclusions from solid research 

findings, and enthusiasm from evidence on 

important issues we face. This program provides 

you with an opportunity to hear what unbiased 

researchers, who spend their professional lives 

examining questions related to the work we do, 

present not only what the research tells us about 

matters that affect learning and performance, 

but also present what they have discovered from 

their own studies. 

1:30–1:50 pm 

Dr. Harold D. Stolovitch, Emeritus 

Professor of Workplace Learning 

and Performance, Université de 

Montréal, Principal, HSA Learning 

& Performance Solutions LLC 

and Symposium Coordinator will open the session 

with a welcome and a brief, warm-up “Hit or 

Myth” activity, challenging the group to start 

the process of separating data-based fact from 

strongly-held folklore in learning and performance. 

1:50–2:40 pm 

Dr. Mark Bullen, Dean of the 

Learning and Teaching Centre, 

British Columbia Institute of 

Technology and Head of the 

international research project on 

Digital Learning in Higher Education will present 

research findings and fallacies concerning the 

widespread belief that there is a generation of 

technologically savvy learners who are fundamentally 

different in their approaches to learning 

from previous generations. He draws on studies 

conducted in North America, Europe, and 

Australia to present The Truth About Digital 

Natives (a.k.a. “the Net generation”). 

2:40–2:50 pm 

Dr. Richard E. Clark, Professor of 

Research in Educational Psychology 

and Clinical Professor of 

Surgery, University of Southern 

California, Director of the Center 

for Cognitive Technology, Chief Science Officer 

of Expert Knowledge Solutions LLC and CEO 

of Atlantic Training Inc. will make a cameo 

appearance. Based on his many years of research 

in learning and performance, he will present four 

myths and misconceptions he personally hated to 

change before he carefully examined the evidence 

stacked against them. His session, Performance 

Myths and Misconceptions deals with: turning to 

the most consistently successful experts to gain 

knowledge on how to perform complex work; 

using different media for training, including social 

media to obtain different amounts and kinds of 

learning for different people and learning tasks; 

having people work collaboratively to decide on 

how they will do their jobs as a more effective way 

to get results as opposed to providing explicit, detailed 

instructions; asking people what and how 

much they have learned and what they will transfer 

to the job following a training activity to assess 

learning and probable on-job application. 

2:50–3:40 pm 

Dr. Annette Towler, Associate 

Professor of Psychology, De Paul 

University, has focused her research 

on improving training design 

features to increase transfer of 

employee skills to the workplace. Her presentation 

will examine Myths Concerning Instructional 

Design: The Seductive Elements Paradigm. She 

will begin with the temptation we often face to 

transform what appears to be dull, mundane instructional 

content into something more exciting, 

perhaps by including interesting, albeit tangential, 

information or by beefing up its entertainment 

value. We are often encouraged to add stories and 

illustrations that seem to enhance the content. 

Do these additions, then, lead to improved session 

content recall? Is building in these extras bad? 

Or good? This session presents research findings 

that separate beliefs and myths from what has 

been shown to work and generates instructional 

design guidelines to help you determine how 

and when seductive details can either damage 

or enhance learning. 

3:40–3:50 pm 

Dr. Ryan Watkins, Symposium 

Committee Member, Associate 

Professor, George Washington 

University and author of numerous 

books and articles on a wide variety 

of topics related to HPI will guide us through 

A Rapid Review of Research from Research and 

Theory Journals Published in 2011-2012. He will 

highlight key research findings that help improve 

the workplace learning and performance profes- 


www.ispi.org 

31

Sunday April 22 • 1:30-8:00 pm 

sional’s effectiveness. This romp through research 

will bust some myths while offering ready-to 

apply-in-practice recommendations. 

3:50–4:40 pm 

Dr. Cedar Riener, Assistant Professor 

of Psychology, Randolf-Macon 

College, draws from both his primary 

area of research on our 

perception of the natural world and 

how the state of our body influences our perception 

and his secondary one on application of 

research in cognitive science to learning and performance, 

focusing us on The Myth of Learning 

Styles. He will demonstrate that despite the popular 

beliefs circulating about learning styles being 

essential for effective training- learning, research 

in cognitive science has failed to find evidence 

that supports this. His presentation will disentangle 

learning-style good intentions from what the 

weight of research findings suggests. Separating 

cognitive science fact from learning style fiction, 

the session will include: time wasted and damage 

done by focusing on learning styles, dimensions of 

learners that actually do matter; cognitive science 

research on myth-busting itself. He will conclude 

with strategies and tools for participants to apply 

in their own work and future discussions about 

learning styles. 

4:40–5:00 pm 

Hillary Leigh, Symposium 

Committee Member, Senior 

Consultant in Performance 

Assessment, Southern California 

Region of Kaiser Permanente, 

recent Chair of ISPI’s Research Committee and 

doctoral candidate, Wayne State University, will 

direct our attention to Changing Minds. In this 

brief, concluding Symposium session, Hillary will 

contrast the belief that changing someone’s mind 

in this age of information should be easy if you 

provide the correct facts and evidence with the 

harsh reality that this not only rarely works, but, 

to the contrary, usually backfires, with individuals 

“digging in their heels” and ending up more firmly 

committed to their positions. Her session includes 

a return to the initial Symposium participant 

reflection activity and a presentation of solid, 

sensible strategies HPI professionals can apply 

to challenge myth-conceptions effectively and 

improve participants’ ability to become WLP 

myth-busters. 

5:00–5:15 pm 

Symposium Summary and 

Closing Remarks 

Symposium Takeaways 

Each of the sessions provides well-documented 

research evidence and specific guidelines we can 

apply in our work. The sessions include solid 

references for later examination and use. The 

Symposium also acts as a catalyst for continued 

dialogue throughout the rest of the conference. 

Opportunities for continuing to be engaged in 

learning more from research will also be offered 

both during and after the Symposium. These 

include attending other conference research 

sessions, connecting with other like-minded 

professionals and researchers through on-line 

discussion groups, and participation in ISPI 

research activities. 

6:00-6:30 pm 6:30-7:00 pm 7:00-8:00 pm 

Community Center, Sheraton Hall E, 


Pre-Show Reception 

Unwind from your day of learning with new 

friends and colleagues while we await the arrival 

of Mr. Rogers (aka Jim Hill). Enjoy a beverage 

and light snacks. Mingle with sponsors, “walk” 

the red carpet, browse the bookstore, meet our 

emerging professionals, and just have fun! 



Mr. Rogers (aka Dr. Jimmy’s) 


Neighborhood 

Join Jim Hill as he reprises his role as “Mr. Rogers” 

and meet his special guests for fun, entertainment 

...and maybe a little enlightenment! Help them 

explore the Performance Improvement Neighborhood, 

greet ISPI’ers from around the globe, 

and learn more about our science, practice, 

and history! 

Community Center, Sheraton Hall E, 


50th Anniversary Celebration 

Stroll from the 


Neighborhood 

back to the Community 

Center and help wish 

ISPI a Happy 50th! 

It will be a evening of good conversation, 

food, and a special cake for the celebration. 



Happy 50th Anniversary 

Celebrating Our Past, Current, and Future Leaders 

Thanks to our NSPI/ISPI Past 

Presidents for volunteering their 

time to shape the Society and the 

field it represents. Members and 

non-members alike owe you our 

deepest gratitude for building a 

brand and spreading the performance 

improvement message 

around the world. 

Gabriel D. Ofiesh* 

Robert G. Smith, Jr. 

William A. Deterline* 

Robert F. Mager 

Susan M. Markle, CPT* 

Gabriel M. Della Piana 

Geary A. Rummler, CPT, PhD* 

Robert T. Filep 

C. Glenn Valentine, CPT* 

George L. Geis* 

Harry A. Shoemaker 

Donald H. Bullock* 

Roger Kaufman, CPT, PhD 

Philip Tiemann, CPT, PhD 

Joe H. Harless, CPT 

Judy Springer Steele, CPT 

Sivasailam Thiagarajan, CPT, PhD 

Fred G. Wells, CPT 

Kay S. White 

Claude S. Lineberry* 

Stephanie F. Jackson, CPT 

Harold D. Stolovitch, CPT, PhD 

Robert J. Powers 

Seth N. Leibler, EdD 

Margo Murray, CPT, MBA 

Richard E. Lincoln* 

Diane Dormant 

Danny G. Langdon 

Marc J. Rosenberg, CPT, PhD 

Esther Safir Powers, PhD 

Roger M. Addison, CPT, EdD 

Kathleen S. Whiteside 

William C. Coscarelli, PhD 

Carol Valen 

Ruth A. Clark, EdD 

Charline A. Wells, CPT 

Ann W. Parkman 

Dale M. Brethower, CPT, PhD 

John M. Swinney, CPT 


James Jay Hill, Jr., EdD 

Guy W. Wallace, CPT 

Donald T. Tosti, CPT, PhD 

Sivasailam Thiagarajan, CPT, PhD 

Clare Elizabeth Carey, CPT, EdD 

Jeanne Farrington, CPT, EdD 

Matthew T. Peters, CPT 

Darlene Van Tiem, CPT, CPLP, PhD 

Miki M. Lane, CPT 


Jack J. Phillips, PhD, incoming 

*Deceased 

Who in this photo has attended all but 

one NSPI/ISPI Annual Conference? 

[Answer on page 56] 


www.ispi.org 

33

Happy 10th Anniversary 

Certified Performance Technologists 

Offered since 2002, ISPI’s proficiency-based certification, CPT, is the sole 

performance improvement credential available that is based on a comprehensive 

demonstration of real-world experience and competence across multiple 

projects. Thanks to our CPTs in more than 31 countries for their continued 

support of ISPI and the field of performance improvement. 

Wayne T. Aaberg, CPT, EdD, NMOPDC 

Kathryn Sulloway Adams, CPT, Sprint 

Nextel Corporation 

Roger M. Addison, CPT, EdD, Addison 

Consulting 

Monty D. Allen, CPT, CDW Corporation 

John R. Amarant, CPT, AAA–Northern 

California, Nevada & Utah 

Geoffrey A. Amyot, CPT, Achievement 

Awards Group 

Jeanne L. Anderson, CPT, EdD, St. Cloud 


Scott D. Anderson, CPT, SDA 

Consulting 

Dee Howard Andrews, CPT, Air Force 

Research Laboratory 

Janet A. Annan, CPT, Excel Human 

Capital Consultancy 

Anne M. Apking, CPT 

Vincent F. Araujo, CPT, Sprint 

Patrick A. Archibald, CPT, US Navy 

Jos R.M. Arets, CPT, Blue Note 

Consultants 

Mary Kay Armour, CPT, United States 

Secret Service 

Raji Arun, SHRP, CPT, HSBC 

Kenda C. Avery, CPT, Amadeus 

Americas Inc. 

Tammy L. Ayers, CPT, Steelcase Inc. 

Lannette P. Bailey, CPT, Teach Us Now 

Fred L. Baker, CPT, US Navy 

Holli C. Baker, CPT, DIA 

Ramon Balestino, CPT, Management 

Systems International 

Michael D. Ball, CPT, Walgreens 

Company 

Sharon E. Balli, CPT, EDS, an HP 

Company 

Eileen R. Banchoff, CPT, PhD, Banchoff 

Associates Inc. 

William G. Bandrowski, CPT, Concurrent 

Technologies Corporation 

Krista J. Baptista, CPT, DAI 

Lon W. Barfield Sr., CPT, Ring Power 

Corporation 

Virginia A. Barnhill, SPHR-CA, CPT, 

GEI Consultants, Inc. 

Paul J. Barsnica, CPT, National Science 

Foundation 

Ann E. Battenfield, CPT, Clarity 

Performance Alliance 

Debra M. Bell, CPT, CSI Global 

Education Inc 

Edith E. Bell, CPT, PhD, Bell Design 

Technologies Inc 

Kerry A. Bennington, CPT 

Angelique Reylyn Bents, CPT, 

Medtronic Inc. 

Carole J. Berkson-Ross, CPT 

Personally and professionally, the CPT designation 

provided me with an additional set of tools and knowledge 

that has strengthened my confidence, focus on outcomes, 

and dedication/commitment to our profession. 

Antonio R. Biggs, CPT 

Learning/Training Manager 

Southern Star Central Gas Pipeline 

Mariano L. Bernardez, CPT, PhD, 

MBC Consulting Co. 

Gilberto A. Berrios, CPT, US Coast 

Guard, Yorktown 

Brent Biedermann, CPT, DHL 

Global Forwarding 

Antonio R. Biggs, CPT, Southern Star 

Central Gas Pipeline 

Conrad G. Bills, CPT, PhD, Lockheed 

Martin 

Carl Binder, CPT, PhD, The Performance 

Thinking Network 

Orlando E. Blake Jr., CPT, PhD, The Blake 

Group Organizational Consulting LLC 

Sven E. Blomberg, CPT, LifeWay 

Christian Stores 

Donald R. Blum, CPT, PhD, Blum & 

Associates, LLC 

Lori L. Bober, CPT, Experian 

Rebecca Bodrero, CPT 

Guy Boyd, CPT, Poudre Fire Authority 

Lisa D. Bradley-Mitchell, CPT, PHR, ACS 

Charles A. Bragg, CPT, Syracuse University 

Douglas L. Brenneman, CPT, MS, 

Northwest Permanente PC 

Dale M. Brethower, CPT, PhD, 

Performance-Based Systems 

Jennifer J. Britton, CPT, Potentials 

Realized 

Mary L. Broad, CPT, EdD, Performance 

Excellence 

Timothy R. Brock, CPT, PhD, Lockheed 

Martin 

Kristyn L. Broderick, CPT, Deloitte 

Consulting LLP 

James R. Brown, CPT, APS 

Matthew Brown, CPT, World Learning 

Patrick H. Brown, CPT, Axiom Resource 

Management Inc 

Gay E. Bruhn, CPT, EdD, Partners In 

Learning Inc 

Jordan V. Brun, CPT, CMAA, Raytheon 

Christopher D. Brunclik, LT, CPT, US 

Coast Guard, Yorktown 

Thomas L. Brunelli, CPT 

Joel A. Buck, CPT, Booz | Allen | Hamilton 

Thomas Buck, CPT, SSG Advisors 

Vince A. Budrovich II, CPT, Performance 

Solutions Group 

Holly J. Burkett, CPT, PhD, SPHR, 

Evaluation Works 

Nancy C. Burns, CPT 

Donna J. Burrer, CPT, KeyCorp 

Timothy Shane Bush, CPT, BushCo Inc 

Gregory Voss Busing, CPT, Applebee’s 

International, Inc. 

Douglas W. Cain, CPT, Hallmark 

Cards Inc. 

Ralph N. Cain, CPT, Citadel Federal 

Credit Union 

Stella K. Cannon, CPT, Sears 

Julia A. Capsambelis, CPT, Syniverse 

Technologies 

Kevin Carew, CPT, World Learning 

Clare Elizabeth Carey, CPT, EdD, Texas 

Cryptologic Center 

Susan Elaine Carney, CPT, MSX 

International 

Wendy Freeman Carr, SPHR, CPT, 


Carla C. Carter, CPT, Carla Carter and 

Associates Inc. 

Dominic A. Carubba, CPT, Performance 

Solutions Center, LLC 

Scott Casad, LCDR, CPT, US Coast 

Guard 

Craig C. Casserley, CPT, Metropolitan 

Holdings Limited 

Dian K. Castle, CPT 

Anthony P. Catanese, CPT, US Navy 

Anna Cermakova, CPT, PhD, KNO 

Slovensko SRO 

Antonia B. Chan, CPT, Amway 

Corporation 

Maggie Manyu Chan, CPT, Deloitte 

Consulting 

Charlotte A. Chase, CPT, PhD 

Roger D. Chevalier, CPT, PhD, Improving 

Workplace Performance 

Susan J. Chevalier, CPT 

John G. Choma, CPT, Omnicell 

Randall Chong, CPT, LCDR, US Coast 

Guard, Petaluma 

SiatMoy Chong, CPT, PhD, KIVA 

Learning Associates Inc. 

Brett D. Christensen, CPT, MSc, CTDP, 

Canadian Forces Warfare Center 

Leslie A. Christensen, CPT, Christensen, 

Arnecke & Assoc. 

Richard E. Clark, CPT, EdD, University 

of Southern California 

Cedric T. Coco, CPT, Lowe’s 

Companies, Inc. 

Christina K. Coffin, CPT, Pearson 

Education 

Stephen L. Cohen, CPT, PhD 

Warren E. Cohen, CPT 

Richard E. Cole, CPT, EdD, R C 

Consulting 

Maurice E. Coleman, CPT, PhD, 

Coleman Performance Solutions 

Susan L. Coleman, CPT 

Barry L. Coltham, CPT, Achievement 

Awards Group 

Todd A. Conkright, CPT, Cornerstone 

Global Training & Performance Solutions 

Elaine Marie Conrad, CPT, Nationwide 

Janice Conway, CPT, DFCU Financial 



Paul R. Cook, CPT, City of Austin 

William J. Corbin, CPT, Synthes, USA 

Janice L. Cornelssen, CPT, Cisco 

Systems, Inc. 

William R. Corwin, CPT, Experian 

Jane M. Costello, CPT, Memorial 

University of Newfoundland 

Betty L. Cotton, CPT, AT&T 

Patrick Coughlin, CPT, Independent 

Consultant 

Alfred C. Crain, CPT, PMP, MSIPT, 

DM Petroleum Operations Company 

Donna L. Crisp, CPT, RADM USN, 

US Navy 

Lea Ann Crosser, CPT, Texas Panhandle 

MHMR 

William F. Cunningham, CPT, TIE 

Today, Inc. 

Dale A. Currier, CPT 

Carl F. Czech, CPT, US Naval Special 

Warfare Center 

Sue M. Czeropski, CPT, Suec Learning 

Designs 

Walter D’Ambrosio, CPT, Eli Lilly 

and Company 

Susanne E. D’Eustachio, CPT, MBA, 

Exelon Corporation 

Kathryn L. Dangerfield, CPT, DAI 

Dwight L. Davis, CPT, Lighthouse 

Performance Consultants 

Jan C. Davis, CPT 

Lorretta J. Davis, CPT, SPHR, PhD, 

LJDavis, LLC 

Carol L. Davison, CPT, Department of 

Commerce 

John Pierman Dawson, CPT, Dawson 

McDonald and Associates Pty Ltd 

Debra E. Day, CPT, Pacific Northwest 

National Laboratory 

Jennifer S. De Vries, CPT, BlueStreak 

Learning 

Susan C. Delp, CPT, Positive Performance 

Partners LLC 

Susan L. DeLuca, CPT 

Cynthia Denton-Ade, CPT, CDA 

Performance Systems 

Gary A. DePaul, CPT, PhD, Lowe’s 

Nicole Dessain, CPT, Accenture 

Joan C. Dessinger, CPT, EdD, ISPI 

Judith C. Devin, CPT, Medium Well Done 

Mark C. Didriksen, CPT, UBS Financial 

Services, Inc. 

David DiVesta, CPT, Aspectuck Center 

for Training, Learning and Excellence, Inc. 

Janet L. DiVincenzo, CPT 

John Charles Dougherty, CPT, PPL 

Susquehanna, LLC 

Garry John Doyle, CPT, Garry Doyle & 

Associates P/L 

Dennis S. Duke, CPT, NAVAIR Orlando 

Training Systems Div. 

Joanna C. Dunlap, CPT, PhD, University 

of Colorado–Denver 

Joseph Durzo, CPT, PhD, Energie, LLC 

Kenneth L. Dutkiewicz, CPT, 

Steelcase Inc. 

Margie Eaton-Law, CPT, PhD, Learning 

Technology Office 

Linda C. Edwards, CPT, EdD, Chenega 

Global Services 

Ireta R. Ekstrom, CPT, PhD, Central 

Michigan University 

Mary Kay Elfman, CPT, Insperity 

James B. Ellsworth, CPT, PhD, US Naval 

War College 

Ralph P. Elwell, CPT, Experian 

Lynn K. Embry, CPT, BlueCross 

BlueShield of Texas 

Karen Eravelly, CPT, Sprint 

José Alejandro Espinosa, CPT, Datavision 

Digital 

Timm J. Esque, CPT, Ensemble 

Management Consulting 

Evelyn Eubank, CPT, Momentum 

Business Group 

Kevin James Eutsler, CPT, Dyno-Nobel 

June L. Fair, CPT 

Jeanne Farrington, CPT, EdD, 

J. Farrington Consulting 

Claire H. Favro, CPT, Concurrent 

Technologies Corporation (CTC) 

Glenda D. Feldt, CPT, EdD, US Coast 

Guard, Yorktown 

Dianne Finch-Smith, CPT, Turnkey 

Training 

Martin P. Finkle, CPT, SCOTWORK 

NA Inc 

Paul K. Fisher, CPT, ChBC 

Rhea Fix, CPT, Red Pepper Consulting 

Joan M. Flanagan, CPT 

Lee Ann Flick, CPT 

Frederick J. Forck, CPT, 4Konsulting, 

LLC: Fluent Performance Assessment 

Wellesley R. Foshay, CPT, PhD, Texas 

Instruments, Inc. 

Melissa D. Foster, CPT 

Christine M. Frank, CPT, TIE Today, Inc. 

Gary W. Frazer, CPT, DA Consulting 

Group, Inc. 

Debbie I. Frizzell, CPT, Northwestel Inc. 

Paul F. Fuscoe, CPT, Praxair Inc. 

Guy E. Gage III, CPT, Partners Coach 

Donna E. Gallia, CPT 

Sharon L. Gander, CPT, MEd, Sharon 

Gander 

Stacey L. Gannon, CPT, Citizens 

Republic Bancrop 

Karen A. Garman, CPT, EdD, HELP Inc. 

Jerold R. Gasche, CPT, Realized 


Craig S. Gatrel, CPT, PMP, Phoenix 

Performance Associates LLC 

Jill Ashley Gentile, CPT, US Navy 

Naomi Farwell George, CPT, PNC 

Financial Services 

Tanja Georgievska, CPT, World Learning 

—Macedonia 

Chuck Georgo, CPT, NOWHERETO- 

HIDE.ORG and 

LEARNTODOSTUFF.ORG 

E L. Gerald-Yamasaki, CPT, Everything 

Writing 

John R. Ghidiu, CPT, Organizational 

Development Systems LLC 

William R. Gibbons, LCDR, CPT, US 

Coast Guard, Headquarters 

Nancy M. Giere, CPT, Nancy Giere 

Associates, Inc. 

Raymond W. Gill Jr., CPT, Performance 

Consultants Ltd 

Erika R. Gilmore, CPT, PhD, Eli Lilly 

and Company 

Aron L. Gladney, CPT, American Express 

Elsa J. Glassman, CPT, Sandia National 

Laboratories ORG3521 

Patricia A. Glines-Kotecki, CPT, CUNA 

Mutual Group 

Kathy Jane Glynn, CPT, Steelcase Inc. 

Alexis P. Goncalves, CPT, Innovation 

Insight Net 

Monica H. Goodale, CPT, EdD, Blue 

Shield of California 

Janis G. Goodheim, CPT, PMP, SPHR, 

ADP 

Steve C. Gordon, CPT, SCG Performance 

Improvement Consulting LLP 

James A. Gottlieb, CPT, Entergy 

Bonnie Grabenhofer, CPT, Partners In 

Learning Inc 

David T. Green, CPT, University of 

Phoenix 

Elinor C. Greene, CPT, Centers for 

Disease Control and Prevention 

Barbara M. Greenstein, MA, CPT, 

Human Resource Prescriptions LLC 

Brian H. Gribler, CPT, Farmers 

Insurance Group 

Mark L. Grover, CPT, CA Technologies 

George Limin Gu, CPT, Elibiz.com 

Leonard Guenther Jr., CPT, Booz Allen 

Hamilton Inc. 

Elizabeth A. Guthrie, CPT, MetLife 

Tareq Hady, CPT, MBA, Gulf 

Pharmaceutical Industries 

John T. Haecker, CPT, Management 

Systems International, Inc. 

Carol Haig, CPT, Carol Haig & 

Associates 

Judith A. Hale, CPT, PhD, Hale 

Associates 

Judith Boom Hale II, CPT, Naval Air 

Warfare Command, Training Systems 

Div. (NAWCTSD) 

Christopher J. Hall, CAPT, CPT, US 

Coast Guard, FORCECOM 

Howard M. Hall, CPT, PhD, SOC– 

Los Alamos 

I began my career in learning and development and 

not surprisingly began to find most business problems 

being brought to me could not be solved with training. 

I was attracted to ISPI and their CPT program because their 

commitment to the principles of performance improvement 

focuses on all the pieces of the performance puzzle. 

My CPT credential shows I can use and apply the standards 

and bring solid value to the table for my business partners. 

Kathryn Sulloway Adams, CPT 

Human Resources 

Sprint 

Michelle B. Halprin, CPT, Philology 

Instructional Design 

Sarah P. Halsey, CPT, Mosiac Company 

Debra S. Haney, CPT, PhD 

Naomi Hankinson, CPT, Delphi 

Corporation 

Wesley C. Hansen, CPT, FirstEnergy 

Nuclear Operating Company 

Nancy L.P. Harkness, CPT, Bottom-Line 


Joe H. Harless, CPT, Harless Performance 

Guild Inc 

Andrea Dee Harris, CPT, EWER 

Strategy Group, LLC 

Diane M. Harris, CPT, 1500025 

Ontario Ltd 

Philip Michael Harris, CPT, SPHR, 

Blue Cross Blue Shield of Louisiana 

Rebekah L. Harris, CPT, Media 

Workshop Inc. 

Andrew F. Hartnett, CPT, Symmetry 

Consulting Inc 

David C. Hartt, CPT, CDR, EdD, 

Chenega Technology Services Corp. 

Vivian M.M.M. Heijnen, CPT, Blue 

Note Consultants 

Steven W. Hellman, CPT, EdD 

Robert L. Henderson, CPT, Booz 

Allen Hamilton 

CPT 10th Anniversary 


www.ispi.org 

35


Elizabeth M. Hennessey, CPT, HSBC 

Margaret Herrel, CPT, Navistar 

Michael C. Hinebrook, CPT, DTE 

Energy 

Suzanne Bond Hinsz, CPT, Deloitte 


Scott F. Hoehn, CPT, Beckman 

Coulter, Inc. 

Hope H. Hoffman, CPT, Hoffman & 

Associates Consulting LLC 

Katharine Hoffman, CPT, Management 

Systems International 

Linda M. Hogan, CPT, MeadWestvaco 

Richard Holman, CPT, Idaho National 

Laboratory 

Jennifer Anne Hooker, CPT, 

Countrywide Financial/Bank of America 

Vaughan P. Houger, CPT, PhD, Boeing 

Commercial Airplanes 

Sara L. Hubbard, CPT, MA 

Edie G. Hutton, CPT, 5 Level Training 

Peter R. Hybert, CPT, PRH 

Consulting Inc. 

Cloyd M. Hyten, CPT, PhD, Aubrey 

Daniels International 

Lya M. Icaza, CPT, USAA 

Laurie Wilson Ihry, CPT, Wells Fargo 

Home Mortgage 

Mark D. Isabella, CPT, Isabella & 

Associates 

Michael R. Isabelli, CPT, Abbott 

Laboratories 

Robert M. Isaman Sr., CPT, USCG 

Roland R. Isnor, CPT, US Coast Guard 

Stephanie F. Jackson, CPT, Vanguard 

Consulting Inc 

Kenneth W. Jaede, CPT, General Physics 

Corporation 

Pamela James-Sommer, CPT, Intrepid 

Learning Solutions 

Tom Janisch, CPT, MA, ABS, PMP, 

SaskPower 

Victoria A. Jarosz, CPT, MCR, i3Logic 

Lisa Jasper, CPT, Insperity 

Mahnaz A. Javid, CPT, Avanade Corp. 

Sandra J. Jessen, CPT, US Department of 

Labor 

Lee S. Johnsen, CPT, Partners in 

Development 

Bernadette Johnson, CPT, CORE 

Consulting 

Brett E. Johnson, CPT, Risk Management 

Solutions 

Dion N. Johnson, CPT, Discovery Group 

& Associates Inc. 

From the moment I started working in the field of 

performance improvement, I set the Certified Performance 

Technologist designation as one of the milestones in my 

development path. Working with reputable practitioners 

inspired me to work even harder to apply global best practices 

in the local context in Macedonia. Today, I can honestly say 

that having my CPT has helped me demonstrate the value 

I bring not only to the individuals and organizations I work 

with, but also to the sectors they operate in and society as a 

whole. Now as a fellow CPT dedicated to optimizing human 

potential within the work environment, I am proud to add 

to the practice by sharing a different perspective of using 

HPT in the developing world. 

Maja Petkovska, CPT 

Performance Improvement Specialist 

World Learning/Macedonia 

Jayne S. Johnson, CPT, ACS Global 

Learning 

Lura A. Johnson, CPT, Wolters Kluwer 

Sharon Humphreys Johnson, CPT, 

Shenandoah Valley Workforce 

Investment Board 

Stephanie R. Johnson, CPT, PhD, SABIC 

Anthony D. Jones, CPT, State Farm 

Insurance Company 

Carol Lynn Judge, CPT, US Navy 

Kenneth R. Junkins, CPT 

Andrew Kaiser, CPT, Kaizen Company 

Christine I. Kalacki, CPT, Hewlett- 

Packard 

Smith W. Kalita, CPT, Booz Allen 

Hamilton Inc. 

Jeffrey J. Kaminski, CPT, Ceridian 

Jerome Kaminski, CPT, American Axle 

& Manufacturing 

Vesna Kardalevska, CPT, World Learning 

- Macedonia 

Mary Ellen Kassotakis, CPT, EdD, Oracle 

Roger Kaufman, CPT, PhD, Sonora 

Institute of Technology and Florida State 

Lynn B. Kearny, CPT, Graphic Tools for 

Thinking & Learning 

Dianne Turiano Keefer, CPT, ADP 

Sandra L. Keehner, CPT, PhD, Commander 

Navy Installations Community Support 

Programs 

Erica J. Keeps, CPT, HSA Learning & 

Performance Solutions 

Lisa M. Kelly, CPT 

Steven J. Kelly, CPT, KNO Worldwide 

Tomas C. Kennedy, CPT, Deloitte LLP 

Hozumi Kessler, CPT, Delphi 

Corporation 

Gina E. Ketcherside, CPT, Texas Tech 

University Health Sciences Center 

Leigha B. Kinnear, CPT, Northwestern 

University 

Vance A. Kinsey, CPT, US Navy 

Bonnie Kligerman, CPT, 

Roy L. Knicley Jr., CPT, Continental 

Western Insurance Group 

Elizabeth C.S. Koman, CPT, PhD, 

P. Kenneth Komoski, CPT, EPIE 

Institute 

Vera Kondik Mitkovska, CPT, World 

Learning - Macedonia 

Jan P. Kraft, CPT, Health Care Service 

Corporation 

Thomas Alan Kriesel, CPT, INPO 

Russell B. Krochock, CPT, Pactiv 

Corporation 

Steven R. Kujala, CPT, DTE Energy– 

Organizational Learning 

Curt E. LaLonde, CPT, Fish Head LLC 

Michelle LaLonde, CPT, Deloitte 

Consulting 

Scot B. Lambert, CPT, Steelcase Inc. 

Denise A. Lamonte, CPT, Edison Mission 

Group 

Miki M. Lane, CPT, MVM 

Communications 

Dean R Larson, CPT, PhD, Purdue 

University Calumet 

Ralph B. Lassiter Sr., CPT, HDR Inc 

Jean-Claude H. Latter, CPT, Achievement 

Awards Group Business Campus 

Barb Lauer, CPT, DAI 

Mark J. Lauer, CPT, Performance 

Knowledge Inc. 

Anne Marie Laures, CPT 

Caesar Layton, CPT, 

Jin Hyeong Lee, CPT, LG CNS Co., Ltd. 

Liliane Lessard, M.ED., CPT, LLA Inc 

James F. LeViness, CPT, US Navy 

Judith P. Levy MS, CPT, Performance 

Focus 

Laura F. Levy, CPT, Hospital Corporation 

of America 

Howard B. Lewis, CPT, Integrated 

Performance Solutions Inc 

Letetia Davis Liggins, CPT, Liggins 

Enterprises 

Margaret E. Lindeman, CPT, The Boeing 

Company 

Geri A. Lopker, CPT, Geri Lopker & 

Associates 

Jeffrey N. Loube, CPT, Odyssey 

Consulting Ltd. 

Douglas B. Lucas, CPT, Qualcomm 

Incorporated 

Rebecca J. Lucas, CPT, Retail 

Training.com; Training Partners Plus, Inc. 

Mercedes Luna-Rivero, CPT 

Timothy T. Lupfer, CPT, Deloitte 


Carol Sue Luusua-Warning, CPT, 

Delphi Corporation 

Ada L. Lyle, CPT, Department of the 

Army 

Gail M. Lyons, CPT 

Teresa Stevens Mack, CPT, Busch 

Gardens Tampa 

Eileen D. Maeso, CPT, US Coast Guard, 

Yorktown 

Edward R. Mann, CPT, Northwest 

Permanente PC 

Maria João Marques, CPT, Humanpersi 

Christine E. Marsh, CPT, Prime 

Objectives 

Marilyn R. Martin, CPT, Marilyn Martin 

Consulting 

Susan Marie Martin, CPT, Steelcase Inc. 

Eva R. Martony, CPT, Martony 

Performance LLC 

Bonnie F. Mattick, CPT, Mattick & 

Associates LLC 

Susan Matzner, CPT, Berkshire 

Healthcare Systems, Inc. 

Dana V. Maughan, CPT, State Farm 

Insurance Companies 

Sharon Marie May, CPT, PhD, May 

Consulting, LLC 

Lee Mazanec, CPT, Deloitte 


Justine Rukeba Mbabazi, CPT 

Erin Andrea McAvoy, CPT, US Navy 

Daniel V. McCallum, CPT, PhD, 

McCallum and Associates Consulting 

Grp LLC 

Timothy A. McClain, CPT, PHR, 

MCSE, MCSA, US Navy 

Steven Frank McCoy-Thompson, CPT 

Carmel Margaret McDonald, CPT, Dawson 

McDonald and Associates Pty Ltd 

Carrie L. McHale-Reed, CPT, McHale 

and Associates Performance Solutions 

Heather S. McHugh, CPT, DAI 

Patrick John McMahon, CPT, Cisco 

Weston McMillan, CPT, MAdEd, 

eBay, Inc. 



Ingrid C. Mellone, CPT, Camber 

Corporation 

Edwina J. Melville-Gray, CPT, Hay 

Group Ltd 

Ellen S. Menaker, CPT 

Larry A. Metter, CPT, Church Pension 

Group 

Allison M. Middleton, LT, CPT, US 

Coast Guard, Yorktown 

Julie A Miller, CPT, Miller Training 

Development 

Mary M. Miller, CPT, DAI 

Sonya M. Mills, CPT, David Weekley 

Homes 

James K. Momsen, CPT, Genesis10 

Joseph A. Monaco, CPT, Monaco 

Group Inc. 

Andrea K. Moore, CPT, Proofpoint 

Systems, Inc. 

Mark S. Moore, CPT, MediaPro Inc. 

Tony Moore, CPT, Moore Performance 

Imprv Inc 

Marilyn Morales, CPT, Grady Health 

System 

Robert L. Moreland, CPT 

Valbona Morina Maksut, CPT, World 

Learning 

Kery S. Mortenson, CPT, MS, Baxter 

Healthcare 

Anita S. Moseley, CPT, US Coast Guard, 


James L. Moseley, CPT, EdD, Wayne State 

University College of Education 

James F. Moshinskie, CPT, MO Etc 

Consulting 

Gregory F. Moss, CPT, Innovative 

Learning Group Inc 

Angela L. Moxley, CPT, Sprint Nextel 

Chantal Mubarure, CPT, DAI 

Monique Mueller, CPT, la volta 

consulting 

Janet M. Mulkern, CPT, MS, Concurrent 

Technologies Corporation 

Frank L. Murphy, CPT, EQUIFOCUS 

LLC 

Margo Murray, CPT, MBA, MMHA 

The Managers’ Mentors Inc 

Tony M. Muschara, CPT, Muschara Error 

Management Consulting, LLC 

Susan M. Mutty, CPT, Lansing 

Community College 

Janis E. Nagy, CPT, Booz Allen Hamilton 

Inc. 

Edward P. Nathan, CPT, CRP, PhD 

Kathryn K. Naugle, CPT, Applebee’s 

International, Inc. 

Belia M. Nel, CPT, Improvid Performance 

Consulting (Pty) Ltd 

Christian A. Nelson, CPT, Ameriprise 

Financial 

Kristopher J. Newbauer, CPT, EdM, 

PHR, CPLP, Rotary International 

Gordon James Henry Newman, CPT, 

The Newman Learning Group Inc. 

Lucy S. Newman, CPT, DBA, FITC- 

Financial Institutions Training Center 

Dennis C. Nichols, CPT SPHR, National 

Security Technologies 

Barry S. Nickerson, CPT, Ohio 

Department of Job & Family Services 

Frederick W. Nickols, CPT, Distance 

Consulting, LLC 

Thomas A. Norfleet, CPT 

Margaret Mari Novak, CPT, KNO 

Worldwide 

Rose M. Noxon, CPT, PhD, PMP, ITILv3, 

CACI, Lead Business Process Expert 

Artur Pereira Nunes, CPT, HUMAN- 

PERSI 

Susann C. Nutter, CPT, American Staff 

Augmentation Providers LLC 

Alaster Nyaude, CLSSMBB, CPT, PhD, 

Heraeus LLC 

Kate L. O’Malley, CPT, O’Malley 

Management Solutions 

J. Jerome Oehler, CPT, National Restaurant 

Association Educational Foundation 

Walter C. Oelwein, CPT, CMC, Business 

Performance Consulting, LLC 

Edward G. Oestreicher, CPT, PhD 

Susan L. Oliva, CPT 

Leon Olivier, CPT, Metropolitan 

Holdings LTD 

Laura Jane Oncken, CPT, Shell Global 

Solutions US Inc 

William Ordaz, CPT 

Paula Orologas, CPT, The Capital 

Group Companies 

Lei M. Ortmans, CPT, Blue Note 

Consultants 

Ross Baker Orvik, CPT, United States 

Navy 

Diana Osinski, CPT, SPHR, Deloitte 


Arthur C. Ottney, CPT, Training 

Strategist.com 

Jocelyne Ouellette, CPT 

Christopher C. Overton, CPT, MS, 

Kaiser Permanente 

Margaret Owens, CPT, Deloitte 


Shaunda Rae Paden, CPT, Design 

Comm Inc. 

David M. Padley, CPT, US Coast Guard, 

Petaluma 

Debbie Page, CPT, Willing Learner, Inc. 

Michelle Cecile Painchaud, CPT, The 

Painchaud Performance Group 

Marci Paino, CPT, Accenture 

Carol M. Panza, CPT, CMP Associates 

Dawn E. Papaila, CPT, WLP Consultants 

Joan D. Paris, CPT, JDP Endeavors 

Eung Kyu Park, CPT, LG CNS Co., Ltd. 

Young Hee Park, CPT, LG CNS Co., Ltd. 

Wes A. Parker, CPT, PhD, Verizon 

Wireless 

Lewis W. Parks, CPT, Lewis W Parks 

Associates 

Robert Murphy Parrott, CPT, CPLP 

James R. Parry, CPT, US Coast Guard, 


Patricia A. Patterson, CPT, Agilis 

Consulting Group LLC 

Susan M. Pavelek, CPT 

Connie B. Perren, CPT, University of 

Texas Medical Branch At Galveston 

Mack R. Perry, CPT, US Navy 

Performance Center 

James A. Pershing, CPT, PhD, Indiana 

University 

Matthew T. Peters, CPT 

Michael C. Peterson, CPT, Nuclear Power 

Group, Tennessee Valley Authority 

Maja Petkovska, MBA, CPT, World 

Learning - Macedonia 

Mark W. Phillips, CPT, USAA 

Patti P. Phillips, CPT, PhD, ROI Institute, 

Inc. 

Cheryl A. Pienkowski, CPT, Experian 

Joyce K. Pietila, CPT, The Auto 

Club Group 

Thomas F. Pietrasek, CPT, Lions 

Clubs International 

Jerry E. Pile, CPT 

Ginger Brill Pisik, CPT, MS, PMP, 

McKesson Information Solutions LLC 

Craig Polak, CPT, IBM 

Linda L. Poole, CPT 

Linda G. Powell, CPT, Mountain States 

Group Inc 

Karen R. Preston, CPT, SPHR 

Lynnette Pryce, CPT 

William W. Pullen, CPT, Gordon Pullen 


Nancy A. Quinlan, CPT, Taco Inc 

Patricia S. Radakovich, CPT, CPLP, MA, 

MBA, SHARK Consulting Group 

Pat P. Rasile, CPT, Church Pension 

Group 

Daniel A. Raymond Jr., CPT, Performance 

Plus Inc 

Sean A. Rea, CPT, MA, Royal Canadian 

Mounted Police 

Terri Lynn Reasoner, CPT, PhD, Engaged 


Raymond M. Reid Jr., CPT, VectorCSP 

Mark Renzi, CPT, Management Systems 


Raymond A. Rerick, CPT, PPL 

Susquehanna 

Ildi Helen Revi, CPT, Leopard Forest 

Coffee Company 

Angelique Reynolds, CPT, Human 

Performance Center 

Mark Andrew Rhein, CPT, Abbott 

After entering the field of training and then performance 

improvement, I was introduced to ISPI. It became clear early 

that to gain credibility, there were two things that I needed 

to do. The first was to get the educational background, 

which I did through Boise State. The more important factor 

in my mind is being able to prove that I not only know 

performance improvement, but also that I have proven 

that I can do it.” 

Lt. Cmdr. Brett Christensen CPT, CTDP 

Canadian Defense 

Robert E. Richards, CPT, Idaho National 

Laboratory 

Shawn Richardson, CPT, Transystems 

Todd R. Ritter, CPT, Grantham 

University 

Wanda L. Ritter, CPT, Doylestown 

Hospital 

Deborah Rivers, CPT, CMC, PCC, 

MCT, Student 

Alice I. Robbins, CPT, Sears Holdings 

Corporation 

Holly Roberts, CPT, Allstate Insurance 

Donna L. Roberts-Luttrell, CPT 

Ray Fiorenzo Robertson, CPT, Technip 

Letitia L. Robinson, CPT, Experian 

Lindsay O. Robinson, CPT, NM Dept 

of Health 

Howard H. Rohm, CPT, The Balanced 

Scorecard Institute 

Paula P. Rose, CPT, Hewlett Packard 

Elliot J. Rosenberg, CPT, AT&T 

Marc J. Rosenberg, CPT, PhD, Marc 

Rosenberg and Associates 

Martin B. Rosenheck, CPT, PhD, Cedar 

Interactive 

Jennifer Rosenzweig, CPT, Dragonfly 

Organization Resource Group 

Allison Rossett, CPT, EdD, San Diego 


Mary Rita Roux-Zink, CPT, SPHR, 

The Boeing Company 

Katica Roy, CPT, MA, MHP, Kaiser 

Permanente 

Keith E. Ruckstuhl, CPT, PhD, Univar 

Inc. 

Jason A. Russell, CPT, Sears Holdings 

CPT 10th Anniversary 


www.ispi.org 

37


Susan D. Russell, CPT, Northrop 

Grumman Electronic Systems 

Amy D. Ryan, CPT, Humana 

Antoinette M. Ryan, CPT, HP 

Steven M. Ryan, CPT, Roadtechs, LLC 

Christopher E. Saeger, CPT, American 

Red Cross 

Jeffrey L. Salyer, CPT, Abbott Laboratories 

Marguerite C. Samms, CPT, RN, MN, 

BC, MultiCare Health System 

Joan F. Sampson, CPT, Booz Allen 

Hamilton 

Laurie B. Sampson, CPT 

Larry D. Sanders, CPT, Accelerant 

Technologies 

Claudia E. Sandonato, CPT, Peak 

Performance Strategies 

Ellen Pericak Schmidt, CPT, Covance 

Luise Schneider, CPT, Performance 

Design International GmbH 

Michael D. Schreiner, CPT, MS, 

Concurrent Technologies Corporation 

David Brian Schultz, CPT, General 

Physics Corporation 

James M. Schultz, CPT, Pretty Good 

Consulting 

Lee Kirk Schultz, CPT, NETPDTC N31 

Kay A. Schumacher, CPT 

Michael G. Schwinn, CPT, Focus 

On Performance 

Amy Blachowicz Scott, CPT, Learning 

Architects 

Brenda Jean Scott, CPT, TMG 

Paul H. Selden, CPT, Performance 

Management Inc 

Mahelet Senbetta, CPT, W.W. 

Grainger, Inc. 

Debbie E. Seneway, CPT, Experian 

Bill Sewell, CPT, People and Performance 

Patti Shank, CPT 

Daniel Shaul, CPT, DAI 

Joseph D. Sheehan, CPT, PhD, NAVAIR 

Orlando TSD 

Bonnie J. Shellnut, CPT, PhD 

Thomas Howe Sheppard IV, CPT, Chief 

of Naval Air Training 

Mary S. Sheridan, CPT, Coach@Work 

Curt Shreiner, CPT, SRA 

Megan L. Shusko, CPT, IBM 

Kenneth H. Silber, CPT, PhD, Silber 

Performance Consulting 

Lynda L. Silsbee, CPT, SPHR, 

Performance Dimensions Group 

Istvan Siman, CPT, Human Cooperation 

Ltd. 

John J. Simonson, CPT, Human 

Performance Center Orlando 

Deepak Nandan Brij Singh, CPT 

Susana C. Sipes, CPT, WW Grainger Inc. 

Francesca Sisto, CPT, Baxter BioScience 

Ann M. Skelton, CPT 

Catherine M. Sleezer, CPT, Baker 

Hughes-Centrilift 

Barbara S. Smith, CPT, Citigroup 

Jane L. Smith, CPT, Training Consultants 

of Sedona 

Tacy K. Smith, CPT, The Boeing Company 

Todd C. Smith, CPT, Center Partners 

Dawn M. Snyder, CPT, PhD, Dawn 

Snyder Associates 

Dorothy A. Soelke, CPT, Soelke 


Fred Sokolowski, CPT, Experian 

William L. Solomonson, CPT, PhD, 

Oakland University 

Min-Hwan Song, CPT, LG Academy 

Marilyn K. Spatz, CPT 

Robert Clinton Spicer, CPT, Global 

Sustainability Evaluation and Consulting 


Jay Spitulnik, CPT, Lifespan Learning 

Institute 

Janet Regis Sprimont, CPT, Insperity 

Erik C. Spurgin, CPT, Deloitte 


Judy Springer Steele, CPT, School for 

Living 

Shelly L. Steinberg, CPT, PMP, SPHR, 

JP Morgan Chase 

Donald L. Steiner, CPT, CLU, CPCU, 

State Farm Insurance 

Elaine M. Steiner, CPT, Chanel Inc. 

Ken B. Steinman, CPT, Lawson Software 

Margaret Stemzynski, CPT, Oakwood 

Healthcare Inc 

Kim R. Stephens, CPT, Schwan’s Food 

Company 

Bill A. Stetar, CPT, Performance 

Technology Group 

Jacqueline Marie Stevens, CPT, Union 

First Market Bankshares 

John B. Stevens, CPT, JB Stevens 

Organizational Solutions 

Fred L.E. Stewart, CPT, VSD, LLC 

Ann Marie Stislicki, CPT, Metlife 

Harold D. Stolovitch, CPT, PhD, HSA 

Learning & Performance Solutions LLC 

Bonnie L. Stone, CPT, Central Arizona 

Project 

Deborah Lee Stone, CPT, DLS Group, 

Inc. 

Rodger D. Stotz, CPT, Delta Qi 

Consulting 

Christian Andrew Stover, CPT, NAVMAC 

Rick Straker, CPT 

Jeanne Strayer, CPT, The Six Degrees 

Company 

Ivana Strihic-Dojcinovski, CPT, World 

Learning 

Jean L. Strosinski, CPT, Gregg Protection 


Kowena L. Suckstorf, CPT 

Kathy Sui, CPT 

Jim Dee Sutton, CPT, Creative Solutions 

Raynold A. Svenson, CPT, Ray Svenson 


Connie Swartz, CPT, Creative 

Courseware Inc. 

James A. Sweet, CPT, Harkcon, Inc. 

John M. Swinney, CPT, Walmart 

Stores, Inc. 

Katsuhiro Takahashi, CPT, PIS Partners 

Co Ltd 

Michael J. Tapia, CPT, RSM McGladrey 

Mary K. Telban, CPT, Cuyahoga 

Community College 

Tina M. Teodorescu, CPT, Tufts 

Health Plan 

Sivasailam Thiagarajan, CPT, PhD, The 

Thiagi Group 

Mary Norris Thomas, CPT, PhD, The 

Fleming Group LLC 

Willis H. Thomas, CPT, PhD, Pfizer Inc. 

Beverly A. Thompson, CPT, MS, HPI, 

HIAA 

Curt Mark Thompson, CPT, SPHR, 

PhD, Smart Organizations By Design 

Marcia A. Thompson, CPT, PHR, 

Thompson Consulting Inc. 

Philip Tiemann, CPT, PhD, University 

of Illinois at Chicago 

Deborah F. Titus, CPT, SPHR, The 

Williams Companies 

Lisa Toenniges, CPT, Innovative Learning 

Group 

Robert M. Tolin, CPT, Anthem BCBS 

Debra L. Tolsma, CPT, Steelcase Inc. 

Daniel J. Topf, CPT, Management 

Development International Inc. 

Donald T. Tosti, CPT, PhD 

Paul P. Travalini, CPT 

Linda A. Tropea, CPT, General 

Dynamics 

Denise Ann Turner, CPT, Schwan 

Food Company 

Marcey Ellen Uday-Riley, CPT, IRI 

Consultants 

Anieti S. Ukpe, CPT, Fistolas Limited 

Stacey H. Vail, CPT 

Barbara Rivlin Valentine, CPT 

Wessel Van Reede Van Oudtshoorn, CPT, 

Metropolitan Life 

Darlene Van Tiem, CPT, CPLP, PhD, 

Univ of Michigan & Capella Univ. 

Kathy M. Van Zant, CPT, SPHR, 

The Van Zant Resource Group Inc 

Karen Kay VanKampen, CPT, PRA 


Elizabeth A. Vasti, CPT 

Ann Marie Vaughan, CPT 

Matthew D. Vaughn, CPT, Kaiser 

Permanente 

William M. Velbeck, CPT, Department of 

Defense 

Juan Pablo Ventosa, CPT, Epise, S.A. 

Tammy Jean Vercauteren, CPT, Front 

Range Community College 

Gabrielle Vetter-Taaffe, CPT, 

Inter-American Developmnt Bank 

Christian Voelkl, CPT, E & E Information 

Consultants AG 

Shyla M. Volk, CPT, US Coast Guard 

Deborah Waggoner, CPT, World 

Learning 

Elizabeth Walcher, CPT 

Daniel R. Walker, CPT, CMSP, 

The Joint Staff 

38 April 18–23, 2012 Toronto, Ontario, Canada 

Gina Walker, CPT, S2ar Inc 

Guy W. Wallace, CPT, EPPIC Inc. 

Danielle Walsh, CPT, Church 

Pension Group 

Glenda S. Ward, CPT, SPHR, HP 

Roger J. Watson, CPT, jTask, Inc. 

Amy Watve, CPT, Kaizen Company 

Trudy Maureen Weathersby, CPT, 

Kirsten L. Weeks, CPT, DAI 

Cynthia S. Wehmer, CPT 

Steven Weitz, CPT, Abbott Laboratories 

Robert Channing Weitzman, CPT, 

US Navy 

Corey Welch, CPT, SunPower 

Corporation 

Charline A. Wells, CPT, Sandia National 

Laboratories 

Fred Wells, CPT, The Wells Group 

Jack R. Welsh, CPT, The Boeing 

Company 

Ken Karl Westerlund, CPT, IST 

Debra S. Westlake, CPT, Business Matters 

Hugh Amory Wetmore, CPT, Williams 

Kevin Wheeler, CPT, PhD, Kaizen 

Company 

Christopher C. White, CPT, USCG– 

National Search & Rescue School 

Patricia H. White, CPT, Virginia 

Retirement System 

Andrea B. Widen, CPT, Abbott 

Debra Ann Wier, CPT, Delphi 

Corporation 

Martin B. Wikoff, CPT, PhD, KI 

Sheila Scanlon Wilkins, CPT, The 

Wilkins Group 

John T.R. Wilkinson, CPT, CTDP, 

DEMAEK Learning & Performance 

Solutions Inc. 

Art Willoughby, CPT, Lean Six Sigma 

College 

Kevin M. Wilson, CPT, MEd, Whole 

Elephant Consulting 

Michele Marie Wilson, CPT, State Farm 

Insurance Companies 

Michael C. Winder, CPT, Arthrex, Inc. 

Robert Winter, CPT 

Cheral A. Wintling, CPT, Naval 

Education and Training Command 

Harry W. Wittenberg, CPT, MA, 

Autodesk 

Klaus D. Wittkuhn, CPT, Performance 

Design International GmbH 

Jack Wolf, CPT, PhD, Lifelong Learning 

Partners 

L. Michael Wykes, CPT, Media 1 

Ann D. Yakimovicz, CPT, PhD, Atkins 

William Yeager, CPT, Department of 

Homeland Security 

Linda Susan Zehnbauer, CPT, GE Energy 

Susan E Zeigle, CPT, BP 

Martin E. Zink, CPT, The Boeing 

Company 

Johanna Zitto, CPT, JZ Consulting and 

Training LLC

Monday April 23 • 7:00-11:15 am 

7:00-8:00 am 




Creating Powerful Resumes 

Marshall Brown, President, Marshall Brown & 

Associates 

Are you marketing your skills and accomplishments 

effectively? Would you hire yourself ? 

In today’s highly competitive job market, your 

resume needs to be powerful and stand out from 

the competition. It needs to attract the attention 

of hiring authorities, showcase your relevant work 

background and demonstrate that you have the 

right qualifications for the job. Join Marshall as 

he reviews how to identify key work expertise 

and experiences and how to bundle them together 

to develop a resume projecting your unique professional 

brand. He will also discuss important 

computer formats and the use of keys words when 

submitting your resume online. 

8:00-9:30 am 


Join us as we announce the winner of ISPI’s 4th 

Annual University Case Study Competition and hear 

what Eric Landen has to say about The Business 

of Nature. 


The Business of Nature– 

Appreciating Nature’s Value 

Eric Landen, President & CEO, Landen Consulting 

How does nature support your core 

business operations? Is it possible 

for organizations to pursue sustainability 

in a fiscally-responsible way 

to benefit organizations while preserving 

nature’s balance? How does nature present 

business risks and also new opportunities? Learn 

how companies and organizations are using 

market-based solutions and the next generation of 

environmental business strategies to address environmental 

challenges and realities with success. 

Eric Landen, a leading environmental and organizational 

business strategist, will share approaches 

and tools to change the language of sustainability 

from “cost savings and efficiency” to “revenue generation 

and risk mitigation” to help organizations 

incorporate ecosystem interaction and ecosystem 

health into corporate balance sheets and strategic 

decision-making. Widening the traditional frame 

of reference for sustainability surpasses short-term 

economic returns/revenues and considers the true, 

long-term economic costs of ecological and social 

degradation. These approaches can benefit organizations 

of all sizes to unlock the business value of 

their environmental assets and to reap economic, 

environmental, and social benefits of running a 

sustainable operation. 

9:30-10:00 am 



Coffee Break 

10:00-11:15 am 

Masters Series 

Presentations 

The speakers selected by ISPI President Judith Hale, 

CPT, PhD, represent our worldwide reach and focus 

on what ISPI members are doing to build capacity in 

other countries and organizations. Participants select 

one presentation to attend. 


Improving Performance in Latin America 

Ivan D. Cortes, CPT, Founder & Managing Partner, 

Use Ideas LLC and Seven Performance Improvement 

Consulting Ltda. 

Most leaders and workplace 

professionals in Latin America 

are unaware of “our” method to 

improve results and solve people’s 

problems. They learn RSVP 

principles with curiosity and ADDIE steps with 

expectation. Local corporations, multinationals, 

associations, and non-for-profit organizations in 

Guatemala, Colombia, Brazil, Peru, and Chile 

are adopting HPT. This session will share real 

cases to exemplify what is adopted earlier and 

more easily, what takes longer and is harder, and 

explore reasons behind it? 


Performance Improvement: 

A Concept that Changed the World (and 

our way of how to lead a good life) 

Klaus D. Wittkuhn, CPT, Founder & Managing Partner, 

performance design international 

An illustrated journey into the 

economy, financial crisis, and every 

day life along famous works of 

architecture, art, science, and 

technological developments. 

What does modern architecture, art, technology, 

and recent the financial crisis tell us about our way 

of thinking about improvement? How does this 

thinking influence our way of living? How does 

it influence our way of doing business? How 

does it spread across the globe? And finally: 

How does it fire back on us? This presentation 

will look at the bright and the dark aspects of our 

thinking and eventually draw some conclusions 

for the further development of our concepts 

emphasizing a global perspective. Along the way, 

it tries to challenge your framework of performance 

improvement while, at the same time, taking 

you on a fun ride through many areas of your life 

showing connections and effects you might not 

have been aware of. You will leave the presentation 

with food for thought, food for further discussion, 

and the good feeling of an intellectual roller 

coaster ride. 


Performance Improvement in China: 

The Bausch & Lomb Project 

Hong Yi, Vice President & Board Member, Sinotrac 

Consulting and Frank Q. Fu, PhD, Assistant Professor 

of Marketing, University of Missouri, St. Louis 

This session illustrates 

the universality 

of Human Performance 

Technology. 

Ms. Yi and Dr. Fu 

will begin by providing background on how the 

evolving political and marketplace dynamics occurring 

in China have set the stage for embracing 

HPT. Next, they will explain how they applied 

HPT to help Bausch & Lomb recover its position 

as a leader in the marketplace, and how they have 

used what they learned to bring awareness of and 

support for HPT in China. 

Monday 


www.ispi.org 

39

Monday April 23 • 11:30 am–1:00 pm 

11:30 am-1:00 pm 


Analysis 


Are Your SMART Goals Really Smart? 

Glenn Hughes, Director of Global Learning, 

KLA-Tencor Corporation 

The SMART goal framework is documented in 

more than 400 books, taught in countless workshops, 

and used by many organizations. It is 

popular, but it does not appear to be working. 

Research shows that most goals fail the SMART 

criteria—badly. In this session, you will use the 

“SMARTometer,” the first tool for measuring the 

effectiveness of SMART goals, to analyze your 

goals. Next, you will learn how to write breakthrough 

SMART goals that create alignment. 


• Assess goals using the SMARTometer. 

• Develop a breakthrough SMART goal that creates 

clarity and alignment. 

• Identify strategies for successfully implementing 

SMART goals in their organization. 




A-B-C-D, B-I-N-G-O, H-P-T: How Do You 

Apply It? 

Eileen D. Maeso, CPT, Instructional Systems Specialist, 

USCG/International Division 

With all of those acronyms, what is HPT and how 

do you apply it? How does it differ from ISD? 

What is ADDIE? If you are new to human performance 

technology (HPT), this session is for 

you! Join this hands-on session and receive the 

tools to not just understand but apply HPT! 

Learn from and explore real-life examples from 

someone who has filled the role of instructional 

designer, developer, e-learning developer, and 

is a Certified Performance Technologist. 


• Apply the HPT guidelines. 

• Use the ISPI HPT tools. 

• Make the relationship between theory and 

practice by applying HPT tools in a scenariobased 

format. 



HPT in Real Life: An Interactive 

Simulation 

Patricia S. Radakovich, CPT, CPLP, President/ 

Performance Consultant, SHARK Consulting Group 

Are you confused by the HPT process? Are you 

intrigued by HPT but haven’t had the opportunity 

to practice it? If so, join the speaker for this 

interactive, activity-based session to work on an 

HPT project simulation. Whether you are an 

external consultant or an internal practitioner, this 

one-of-a-kind experience will allow you to build 

competencies, gain valuable insight into the field, 

and see the practical application of the CPT 

Standards in a safe setting. 


• Change a training request into an HPT project. 

• Select and prioritize information gained from 

analysis. 

• Design interventions that link to causes. 

• Present and sell interventions to stakeholders. 



Using HPT for New Application Success 

Vicky Jarosz, CPT, Partner/EVP-Innovative Performance 

Optimization Practice and Lisa Lange, Senior 

Instructional Designer, i3Logic 

When a new application is implemented, the implementation 

team and leaders frequently expect 

that the users will adapt quickly once they understand 

its superiority to the previous system and 

once they have been trained in its use. Consequently, 

they are just as often surprised by the 

resistance of users. It takes more than training to 

make an implementation successful—it takes 

human performance technology (HPT). Learn to 

create workable strategies, based on HPT, for success. 


• Determine how to develop a high-level 

strategy for implementing a new application. 

• Explain the criticality of providing context 

for the user when learning the application. 

• Describe change accelerators and their 

influence on application initiatives. 

• Develop criteria to define a successful 

application implementation. 

• Describe strategies for learning, communication, 

and motivation for an application 

implementation. 



What Exactly Is Performance? 

Continuing the Dialogue 

Danny Langdon and Kathleen Whiteside, Performance 

International, and Anne Marrelli, PhD, Federal 

Aviation Administration (moderator) 

In the September, 2010 issue of the Performance 

Improvement journal, Danny Langdon penned 

an article titled, “Mind the Performance.” The 

premise of the article was: ISPI must develop an 

accepted definition of performance/work if we 

are ever to become a science that is used daily by 

workers, managers, and executives. A subsequent 

special issue of ISPI’s Performance Improvement 

journal (October 2011), edited by Dr. Anne 

Marrelli, expanded the dialogue by suggesting the 

adoption of a universal “model” for approaching 

performance improvement; specifically the Language 

of Work. In this session, we will continue 

the dialogue by examining various “models” and 

paradigm. A new definition of Models and Paradigms 

will be suggested to clarify and expand the 

dialogue of what is performance and how is it 

approached. You won’t get all the answers, but you 

will exit with some new and useful things to think 

about when it comes to the application of HPT. 


• Identify the elements that comprise a 

behavioral view of a model of performance. 

• Learn a functional definition of Model and 

Paradigm and how they relate for practical use. 

• Compare various “models” to identify which 

meet the criteria of a model that captures 

performance/work. 

• Evaluate various “models” to identify which 

meet the criteria of a paradigm relative to 

meeting performance needs (i.e. optimizing 

business performance). 

• See how the Language of Work model and 

paradigm meet numerous performance needs. 



Windsor East, Mezzanine 

The Generation Gap—Fact or Fiction? 

Brett Christensen, CPT, Lieutenant Commander and 

Remi Tremblay, Lieutenant Commander, Canadian 

Forces 

The debate on how generational differences in the 

classroom and the workplace affect learning and 

performance continues. There have been alarm 



bells raised claiming that schools must change to 

address the needs of the Net Generation. Join us 

for an interactive and engaging examination of the 

literature as we sort out the evidence-based 

“wheat” from the anecdotal “chaff.” 


• Identify the characteristics of the four generations 

currently in the workplace. 

• Recognize anecdotal information regarding 

the differences in learning by generation. 

• Recognize evidence-based information regarding 

the differences in learning by generation. 

• Discuss best practices in addressing multiple 

generations in learning and performance 

situations. 




Are Your Performance Data Worthwhile 

or Worthless? 

Ingrid Guerra-Lopez, PhD, Associate Professor Director, 

Institute for Learning & Performance Improvement, 

Wayne State University, and Mary Norris Thomas, 

CPT, PhD, CEO, The Fleming Group, LLC 

Data-driven decisions can be about as good as 

guessing, if the data you are using are not relevant, 

reliable, valid, and complete. Sometimes, these 

data are not available; other times, the overabundance 

of data makes it nearly impossible to 

distinguish between worthwhile and worthless. If 

you are interested in developing your credibility 

through consistent and measurable results, come 

to this presentation and walk away with simple application 

tools that will ensure your decisions are 

driven by the right data. 


• Explore the decision-making process. 

• Identify various ways of getting data. 

• Identify how to relate data to worthy results. 

• Apply a data evaluation framework to find 

useful data. 

• Apply an evidenced-based decision-making 

process. 



Interventions 


2 into 1= Efficiency, Effectiveness, 

and Economy 

James H. Craumer, Senior Instructional Designer, U.S. 

Coast Guard TRACEN Cape May 

This session will provide participants a tool to aid 

their organization in aligning training with performance, 

efficiently and effectively, while saving 

the organization valuable training dollars. We will 

discuss the benefits of combining multiple training 

programs into a single streamlined program. 

Key takeaways are: look for opportunities to consolidate 

training programs, identify ways to apply 

adult learning theory to a program’s structure, and 

empower your instructor creativity and initiative 

while looking at a reduction in training cost. 


• Combine training programs to see increased 

efficiency in resource usage. 

• Design the program to leverag Vygotsky’s Zone 

of Proxima. 

• Develop to maximize desired outcomes. 

• Design a lesson plan to maximize Douglas 

McGregor’s concept of “Theory Y Management” 

to empower instructors during course delivery. 

• Demonstrate effective closure of training or 

performance gaps. 

• Demonstrate reduction in training budget. 




Smarter Meetings: Engage Everyone, 

Get More Done 

Bob Wiele, President & Founder, OneSmartWorld, and 

Pam August, Organizational Development Specialist, 

WestJet Airlines 

Why do so many smart people waste so much of 

their valuable time in meetings that accomplish so 

little? Learn how WestJet achieved a 558% return 

on investment, by training managers in a new lean 

meeting management system. This highly interactive 

session describes the methodology and gives 

participants the opportunity to practice it and 

design a disciplined thinking process for meetings. 

Experience how to use “rules of engagement” 

to keep everyone on track to get great results. 


• Apply a methodology that results in increased 

collaboration and teamwork. 

• Use a new lean meetings management system 

with a common language to plan collaborative 

meetings. 

• Practice skills in participating in a smarter 

meeting. 

• Plan a 30-minute step-by-step thinking process 

for a one-on-one meeting, matching thinking 

to task requirements. 

• Improve future meetings using a four-question 

evaluation format. 




Action Research in An HPT Context 

Minjing Duan, Research Assistant, Indiana University 

Action research has seen a wide range of practice 

in practitioner-oriented fields such as medicine, 

education, and social work. In HPT, however, 

little has been discussed regarding what action 

research is and its application. Therefore, the goal 

of the session is (1) to identify key attributes of 

action research (2) to propose an action research 

based framework relevant to the field, and (3) to 

analyze the applicability of the framework within 

an HPT context. 


• Identify the attributes of action research including 

its definitions, processes, and characteristics. 

• Differentiate between action research, applied 

research, and traditional research. 

• Identify similarities and differences between 

action research and performance technology in 

their theoretical foundations, processes, and 

applications. 

• Practice core concepts and processes of action 

research in an HPT context. 

• Analyze a HPT case from an action research 

process perspective and apply such a framework 

to solve HPT issues. 


Monday 


www.ispi.org 

41



Where the Performance Issues Are— 

and Are Not 

James A. Marken, PhD, Assistant Professor, Old 

Dominion University, and Timothy J. Quiram, 

Deputy Director PTC, U.S. Coast Guard 

It has long been claimed that 80% of the time, 

performance issues are found in the environment, 

not the individual. However, there is little empirical 

data to back that claim. We sampled the U.S. 

Coast Guard’s massive Performance Analysis 

database to classify the findings and interventions. 

Using three different coding schemes—one based 

on Gilbert, one on Harless, and one on Binder— 

we found broad support for the 80% claim. 


• Cite empirical research in support of the 

80% claim. 

• Identify schema for classifying performance 

barriers. 

• Identify specific environmental barriers to 



1:00-2:00 pm 

Attendee Lunch 

On Own 


ISPI Business Meeting 

All conference attendees are invited to attend 

and participate in ISPI’s Annual Business 

Meeting. Important issues facing the Society 

will be addressed by members of the Board 

of Directors. 

LET’S TALK 

ABOUT THE 

ELEPHANT 

IN THE ROOM 

Hi, 

my name is Earl the Elephant. For years 

I’ve been in the room. 

Sometimes people 

don’t want to talk about me and that hurts. 

Under this tough skin, lies a soft heart. 

Turn 

around, I’m right behind you. You see, 

the 

thing is, 

I’m no ordinary elephant. 

I’m a 

research elephant, 

the kind that helps you 

push your performance improvement projects 

forward. 

As a research elephant, 

I need a good 

foundation, 

and that’s not alwa ys easy to find. 

w 

There are only a fe 

ew things that can handle 

with weight of this research elephant. 

The 

articles 

in Performance Impr 

ovement Quarterly 

hav 

e alwa ys been strong enough to support 

me. To show you how durable the research 

is, 

I’m standing on three legs just to prove my 

point. 

If this journal can support my weight, 

then surely it can support your performance 

improvement efforts. 

When you need a strong 

foundation to stand on, turn to 

PIQ. 

Besides, when have you ever er seen an elephant 

stand on three legs for any other journal? 


Anniversary Barrel 

April 23 • 2:00–4:00 pm 


Join us for our last event celebrating ISPI’s 50th Anniversary followed by the changing of the Board of Directors. We’ll end our conference celebration with 

this fun and highly energetic tradition featuring roundtables hosted by experts in the field. Presenters deliver three, 20-minute presentations on topics of their 

choice. Between presentations, attendees enjoy a short break with complimentary refreshments before selecting their next topic. This format is repeated three 

times. *Indicates a Past President. 

1 A Unique Approach to Coaching That You Will Never Forget ..............................................................David Livingston and Michelle Benning 

2 Align, Activate, and Assess Using Bloom’s Taxonomy ................................................................................Janet Buckenmeyer 

3 Bloom’s or Bust: ISD and Learning Outcomes ............................................................................................Charlotte Chase 

4 *Can You Define Performance?—Learn How .............................................................................................Danny Langdon and Kathleen Whiteside 

5 Conducting an Operational Analysis: Getting it Done .............................................................................Gary W. Craig 

6 Decision Scenarios for Mobile Support and Instruction............................................................................John Gibbs and Julia Suk 

7 *Defining and Using Organizational Vital Signs to Add Measurable Value to All Partners ..............Roger Kaufman 

8 Design Session Success: Tips and Tools.........................................................................................................Lisa Lange 

9 Destroying Results: Misapplications of Supply Chain Management to Service Procurement ..........M. Mari Novak 

10 DHS Components Work to Embody ISPI Standards................................................................................Glenda Feldt and William Yeager 

11 *Discussing Tips for Pilot-Testing Instructional Content..........................................................................Guy W. Wallace 

12 *Follower Fitness: Formula for Performance.................................................................................................Clare Elizabeth Carey 

13 Funny Business: Lessons from the Sunday Comics .....................................................................................Brian Remer 

14 Global Performance: Driving Business Performance Across Cultures ....................................................Edward P. Nathan 

15 Going Green: Transitioning to Web-based Satisfaction Surveys..............................................................Hillary Leigh 

16 How to Become a Backyard HPT Researcher..............................................................................................Tim Brock and Peggy Meli 

17 How to Design a Performance Improvement Management System ........................................................Belia Nel 

18 Human Systems Integration: HPT for System Engineers..........................................................................Mark D. Rutherford 

19 Implementing HPT to Change Construction Industry Behavior: A Case Study ................................John Schehl and Kevin Wilson 

20 *Interventions: X-finity of Opportunity .......................................................................................................Darlene Van Tiem and James Moseley 

21 No More Assessments: An Affirmative Scientific Approach.....................................................................Rick Grbavac 

22 Organizational Performance: Getting Beyond an Individual Focus........................................................J. Robert “Bob” Carleton 

23 Performance Applications: Project and Process Management ..................................................................David Moniz, Tim Ferron, and Fred Stewart 

24 *Performance Architecture: The Art and Science of Improving Organizations ...................................Roger Addison 

25 Performance Improvement Inspirations: Mine and Yours .........................................................................Carl Binder 

26 Performance Through the Lens of Organization Design...........................................................................Ria Roy 

27 Rapid Prototyping—Tool to Streamline Training Design ........................................................................James H. Craumer 

28 Selecting Effective Media Through Collaboration .....................................................................................Chris Adams 

29 *Selling HPT to Leaders....................................................................................................................................Judith A. Hale 

30 *Seriously, There’s No Time for Design .........................................................................................................Jeanne Farrington 

31 Six Ways to Measure the Impact of Learning................................................................................................Shawn Overcast and John Mattox 

32 Strategic Evaluation: JetBlue’s Unique Approach ........................................................................................Teri Schmidt and Amy Legge 

33 Strategies for Developing a Contemporary Training Curriculum ...........................................................Dawn Snyder 

34 *Successfully Completing a Doctoral Dissertation......................................................................................Harold Stolovitch 

35 *Talent Management with Mentoring............................................................................................................Margo Murray 

36 The Manager’s Role in Improving Workplace ..............................................................................................Roger Chevalier 

37 Theme-Based Gaming Across Delivery Modes............................................................................................Theresa Morris 

38 Transitioning from Training to Performance-based Learning...................................................................Gary DePaul and Rich Lima 

39 Use Market Research: Impact Performance and Profits!............................................................................Sonia Di Maulo 

40 Using “Performance Modes” in Your HPT Solutions.................................................................................Bill Blunt and Evelyn Elias 

41 We’re All Being Evaluated .................................................................................................................................Glenn Hughes 

Monday 


www.ispi.org 

43

Anniversary Barrel April 23 • 2:00–4:00 pm 

1. A Unique Approach to Coaching 

That You Will Never Forget 

David Livingston and Michelle Benning 

If you are new to coaching or have coaching experience, 

this roundtable is for you. Our unique 

approach ensures you will learn the coaching 

process and knowledge of the key competencies 

necessary to be an effective coach. At the conclusion 

of the presentation, you will be able to 

demonstrate the coaching process and walk away 

with actionable steps to achieve a personal or professional 

goal. 

2. Align, Activate, and Assess Using 

Bloom’s Taxonomy 

Janet Buckenmeyer 

Bloom’s Taxonomy classifies learning into six levels—from 

simple recall to increasingly more 

complex abstractions. Recognizing its value for instructional 

planning and using the taxonomy as a 

framework, we have identified practical instructional 

strategies and related technology tools to 

construct learning activities at each level of 

Bloom’s Taxonomy. This roundtable will provide 

examples (and a valuable job aid) that can be directly 

applied to any learning situation. 

3. Bloom’s or Bust: ISD and Learning 

Outcomes 

Charlotte Chase 

This roundtable describes a method that emphasizes 

the organization and transferability of 

learning outcomes and levels to corporate, military, 

and other environments. In a systematic 

manner, the application of Bloom’s Taxonomy encompasses 

all of the elements that are critical to 

building a measurable course structure based upon 

the varying capabilities of participants. This presentation 

is particularly helpful for those who 

organize curriculum. 

4. Can You Define Performance? Learn 

How 

Danny Langdon and Kathleen Whiteside 

The key to success with your clients is to facilitate 

them in defining their organization’s work performance 

and needs to solution. Tell us how you 

define performance and work. Then learn how to 

use the Language of Work model to meet over 50 

performance needs. See how to establish and 

maintain optimal performance. Create the power 

of transparency. Make human performance technology 

something your clients internalize. 

5. Conducting an Operational Analysis: 

Getting It Done 

Gary W. Craig 

If you are called upon to do an “operational analysis,” 

where do you start? What do you look for? 

How do you go about it? Participants can learn 

from a recent client project that encompassed data 

gathering from the board to the shop floor. Learn 

to develop sound tactical approaches and methods 

in getting to “how the place really works.” Differentiate 

critical differences between efficiency 

and effectiveness in getting to what helps overall 


6. Decision Scenarios for Mobile 

Support and Instruction 

John Gibbs and Julia Suk 

Due to the volatility and popularity of mobile 

technologies, support and instructional solutions 

using them often are not made in fully systematic 

ways. But it is still possible to design well-reasoned 

approaches based on where your organization is 

today. One-minute support and learning scenarios 

based on need, legacy investments, and even 

impulse decisions are examined in terms of appropriate 

technologies for the back end, the handheld 

devices themselves, and the supporting communication 

infrastructure. 

CANCELLED 

7. Defining and Using Organizational 

Vital Signs to Add Measurable Value 

to All Partners 

Roger Kaufman 

We are committed to adding value for our clients. 

Defining and agreeing on what should be delivered 

and justifying the objectives that come from 

that are crucial. This roundtable suggests measurable 

organizational vital signs, similar to what 

physicians use, that can be used to define and deliver 

success. 

8. Design Session Success: 

Tips and Tools 

Lisa Lange 

Designs for learning interventions often start with 

a group of stakeholders and subject matter experts 

working with the instructional designer to determine 

a design. How do you avoid becoming 

burrowed in the weeds of details and accomplish 

what you need for a good design? Learn some tips 

and tools based on the ADDIE model for defining 

a successful design session, then achieving it. 

9. Destroying Results: Misapplications 

of Supply Chain Management to 

Service Procurement 

M. Mari Novak 

The principles of supply chain management were 

developed to manage purchasing of commodities 

and control costs, timeliness, and quality. More 

frequently now, the approach is extending to 

services, especially training and performance 

consulting. This builds in failure by disallowing 

discussions and gap analysis while demanding a 

response to the pre-decided solution. Negotiating 

on price with no evaluation of quality or performance. 

How do practitioners work with these 

restrictions and approach to provide effective 

services? And win bids? 

10. DHS Components Work to Embody 

ISPI Standards 

Glenda Feldt and William Yeager 

The newest federal agency, the Department of 

Homeland Security (DHS), created a training system 

from the ground up. They recognized that 

agencies that cross streams and organizational 

lines of human performance technology (HPT) 

methodologies, processes, and policy strengthen 

performance improvement efforts. This roundtable 

highlights DHS component collaboration to 

identify, analyze, and close performance gaps 

across mission areas. Learn how this young organization 

exemplifies the ISPI Standards of focus on 

results, take a systems view, add value, and utilize 

partnerships. 

11. Discussing Tips for Pilot-Testing 

Instructional Content 

Guy W. Wallace 

This roundtable will present a framework for 

assessing instructional content post-development 

and pre-deployment and will facilitate a table 

discussion on tools and techniques for ensuring 

performance impact, accuracy, completeness, and 

appropriateness both before and during a pilottest 

deployment effort. 

12. Follower Fitness: Formula for 


Clare Elizabeth Carey 

Look around you—do you have dynamic followers? 

Are they willing to go the distance for their 

leader and their organization? There are three key 

components to cultivating exemplary followership. 

Come and learn about the proven traits 

of a fit follower and essential interventions that 

will help improve the performance of both subordinates 

and leaders. With a little bit of human 

performance technology exercise, your team can 

get into shape in no time. 



April 23 • 2:00–4:00 pm 

13. Funny Business: Lessons from the 

Sunday Comics 

Brian Remer 

Performance improvement is no laughing matter, 

but it can be fun! Learn seven ways to use the 

Sunday comics in a learning environment and 

discover how this quotidian resource can help 

your participants structure their knowledge, add 

meaning, and make an action plan for performance 

improvement. 

14. Global Performance: Driving Business 

Performance Across Cultures 

Edward P. Nathan 

This roundtable discussion will offer a practical 

approach to managing performance improvement 

processes across cultures. It will present the basic 

concepts and language of culture and review key 

cultural dimensions. It will provide practical examples 

of how those dimensions can affect our use 

of the Human Performance Improvement (HPI) 

model. We will conclude with an exercise examining 

how each step of the Human Performance 

Technology (HPT) model might be affected by 

cultural differences. 

15. Going Green: Transitioning to 

Web-based Satisfaction Surveys 

Hillary Leigh 

Since 1993, Kaiser Permanente’s Southern California 

region has surveyed patients about 

interactions with their healthcare providers, and 

almost 50,000 questionnaires are mailed weekly. 

This comprehensive effort has resulted in improved 

performance and satisfaction. At the same 

time, the use of web-based surveys has grown outside 

the organization, affording opportunities for 

cost savings, sustainability, and other non-tangible 

results. This roundtable describes lessons learned 

in the transition of a mature satisfaction survey 

process from paper to web. 

16. How to Become a Backyard HPT 

Researcher 

Tim Brock and Peggy Meli 

Would you like to conduct publishable research, 

but you are too busy and your boss is not paying 

you to do research? What if you could do your job 

and improve your products without additional 

costs? This roundtable will present a framework 

practitioners can apply on the job to help add a 

tier of inquiry to their current business practices 

to produce practice-based research to advance 

human performance technology application 

scholarship and improve the quality of their work. 

17. How to Design a Performance 

Improvement Management System 

Belia Nel 

The human performance technology methodology 

is applied to design a performance improvement 

management system. This methodology aligns 

the individual performance outputs with organizational 

performance at strategic, process, and 

people levels. There is usually a misalignment in 

how individual and team performance is measured 

against strategy and business objectives. A vertical 

and horizontal performance alignment underpins 

the systems approach to performance, which 

aligns the individual and team performance with 

organizational performance. 

18. Human Systems Integration: 

HPT for System Engineers 

Mark D. Rutherford 

Human systems integration (HSI) is a technical 

and management approach to systems engineering 

intended to integrate the human with a materiel 

system in the most effective and efficient manner 

to achieve operational effectiveness within affordability 

limits. HSI is analogous to human 

performance technology (HPT) in an engineering 

context, from the design and production of complex 

systems such as ships to smaller pieces of 

equipment. Mutual understanding of HSI and 

HPT enhances the practice of both applied disciplines. 

19. Implementing HPT to Change 

Construction Industry Behavior: 

A Case Study 

John Schehl and Kevin Wilson 

This roundtable presents a case study of how a 

construction industry implemented human performance 

technology that effectively changed 

behaviors of its entire workforce and established 

new industry performance standards in safety. 

Through this change, fire loss claims were reduced 

by 700%, financial performance of contractors 

and insurance underwriters improved, and new 

levels of professionalism were established for an 

entire industry. 

20. Interventions: X-finity of Opportunity 

Darlene Van Tiem and James Moseley 

X-finity represents unknown, unlimited, infinite 

interventions potential. Our field is only limited 

by our skills, knowledge, and ability to apply 

our Certified Performance Technologist (CPT) 

standards and our models. As we become more 

eclectic by including executives, engineers, statisticians, 

psychologist, communications experts, 

quality specialists, educators, and government 

officials, we will continue to expand our capacity 

to integrate our processes and collaborate for 

greater impact. This roundtable will provide an 

overview of more than 100 interventions that are 

being used in performance improvement. 

21. No More Assessments: An 

Affirmative Scientific Approach 

Rick Grbavac 

Neuroscience breakthroughs suggest that assessments 

may be detrimental to performance 

improvement. Work by Dan Pink and others indicates 

that “remedial” models of change based on 

assessments may drive neural wiring of undesirable 

patterns and the release of neurotransmitters that 

generate resistance to change. This work also 

suggests an “affirmative” model of change that is 

significantly more effective at improving performance 

and aligns extremely well with human 

performance technology core values. Examples 

of applied affirmative models will be provided. 

22. Organizational Performance: 

Getting Beyond an Individual Focus 

J. Robert “Bob” Carleton 

Highly competent individuals often populate 

incompetent organizations. Effective teamwork 

sessions can be a source of organizational dysfunction. 

How is this possible? Organizational work 

requires additional skills, knowledge, and expertise. 

This roundtable will highlight key issues from 

the presenter’s new book, Implementation and 

Management of Performance Improvement Plans, 

focusing on what is different when dealing 

with the challenges of group and organizational 


23. Performance Applications: Project 

and Process Management 

David Moniz, Tim Ferron, and Fred Stewart 

Project and process management are at the heart 

of managing the transition from providing training 

as a solution to understanding training as an 

input to performance improvement. The participant 

will discuss the relationship of project 

management and process management functions 

as they apply to the analysis, design, development, 

implementation, and evaluation of simulatorbased 

training to improve individual and team 




www.ispi.org 

45

Anniversary Barrel April 23 • 2:00–4:00 pm 

24. Performance Architecture: 

The Art and Science of Improving 

Organizations 

Roger Addison 

Wanted! Performance architects and detectives. 

Looking for a team of fellow adventurers to join 

me on an expedition to seek out the codes of performance 

improvement technology. We will hunt 

with a focus on results, taking a systems viewpoint, 

as we think systemically, add value, and partner 

with clients and other performance improvement 

professionals and integrate the worker, work, and 

workplace. We will use a simple and powerful job 

aid to diagnose and suggest performance solutions. 

25. Performance Improvement 

Inspirations: Mine and Yours 

Carl Binder 

This roundtable will share contributions that 

a dozen individuals in the history of behavior 

science, performance engineering, and human 

performance technology have made to the presenter’s 

understanding and development, and will 

invite participants to identify their own sources 

of inspiration. Both personal testimony and professional 

history, the conversation will remind 

old-timers of the roots of our field, while introducing 

newcomers to important pathfinders 

and their ideas, highlighting 50 years of ISPI as 

a series of personal contributions. 

26. Performance Through the Lens 

of Organization Design 

Ria Roy 

Despite the three main focus areas of human 

performance technology (HPT)—namely, 

performance problem, performance opportunity, 

and new situation—the domain is closely linked 

to training and the practice has not yet been 

widely adopted. Thus, ignoring the potential of 

HPT. The comprehensive framework strives to 

present performance through the lens of organization 

design that would serve to address not only 

tactical problems encountered by organizations 

but also contribute strategically, thus gaining 

more traction and buy-in from decision makers. 

27. Rapid Prototyping—Tool to 

Streamline Training Design 

James H. Craumer 

This roundtable will demonstrate a tool and 

process to aid designers in expediting the 

development process and guide you through the 

systematic process to provide your clients with 

tools to shorten training time and costs while 

reducing the expense of knowledge-loss. Participants 

will be given and have the opportunity to 

see and work with actual examples of successful 

implications of this tool. 

28. Selecting Effective Media Through 

Collaboration 

Chris Adams 

Often decisions about media used to deliver 

instruction are not made systematically. A method 

is needed to select media that is appropriate to 

instructional goals and political realities of the 

client organization. This roundtable will describe 

a meeting and corresponding instrument that has 

been used for 10 years in various engagements. 

Its purpose is to propose appropriate strategies for 

instruction and assessment and then facilitate a 

stakeholder discussion in which media selection 

decisions are made. 

29. Selling HPT to Leaders 

Judith A. Hale 

Tell the story quickly. Make the leader the 

protagonist (hero) and the business dilemma 

the antagonist (villain). The climax is that point 

when you explain how the protagonist got the 

link between RSVPs and the resolution. The 

plot is the story line you disclose to describe the 

other characters, their conflicts and challenges, 

and how the hero’s insights and wisdom make 

success possible. 

30. Seriously, There Is No Time for Design 

Jeanne Farrington 

You want it when? Sure! We can do that. Here is 

how to do a credible job of designing instruction 

when the timeline is insane. 

31. Six Ways to Measure the Impact 

of Learning 

Shawn Overcast and John Mattox 

The purpose of this roundtable is to share six 

practical approaches to measuring the impact of 

training. Participants will learn how to make data 

actionable using one of six approaches: turning 

smile sheets into smart sheets, applying a human 

capital analysis approach, applying advanced business 

results analysis, leveraging business impact 

templates, correlating training evaluation scores 

to actual business results, and causal modeling. 

Examples and electronic copies of templates will 

be provided. 

32. Strategic Evaluation: JetBlue’s 

Unique Approach 

Teri Schmidt and Amy Legge 

Come learn how JetBlue’s assessment, measurement, 

and evaluation (AME) team has helped 

JetBlue evaluate and continuously improve its 

enterprise-wide strategic initiatives. You will be 

exposed to a process centered on collaboration 

with stakeholders and analysts across the organization 

that utilizes a combination of business metric 

collection and Robert Brinkerhoff ’s Success 

Case method. We will also share unique data 

visualizations and discuss the action that has 

resulted from findings. 

33. Strategies for Developing a 

Contemporary Training Curriculum 

Dawn Snyder 

How does the challenge to traditional instructional 

systems design models and our need to 

meet performance requirements—with fewer 

resources—translate into best practices for 

creating contemporary curricula? In this roundtable, 

we will explore three critical strategies for 

designing and developing a successful curriculum 

with examples from corporate settings. The 

presenter has created a number of curricula for 

both corporations and universities, distilling 

principles from research, industry best practices, 

and trial and error. 

34. Successfully Completing a 

Doctoral Dissertation 

Harold Stolovitch 

Too many doctoral students crash upon the 

dissertation shoals, unnecessarily ending up as 

ABDs. Mostly, it is not through inability to write 

a solid, well designed dissertation, but because 

of two other factors: an inappropriate mind-set 

as to what a dissertation is and poor guidance 

from academic advisors. This brief session 

provides hard-nosed clarification on what a 

dissertation really is and direction on how to 

craft a successful one. The presenter has directed 

over 25 successful dissertations (several winning 

awards) related to HPT and workplace learning. 



April 23 • 2:00–4:00 pm 

35. Talent Management with Mentoring 

Margo Murray 

Two unusual phenomena challenge organizations 

today: 1) Creating a climate of inclusion and 

getting employees engaged sufficiently to retain 

the most productive, and 2) Managing the 

knowledge and intellectual capital investment in 

“boomers” who are leaving. These issues will cost 

millions if transparent succession planning and 

talent management strategies are not working. 

Come learn how mentoring relationships promote 

inclusion, engagement, and retention and how 

to calculate the cost of replacing key people who 

will exit in the next five years. 

36. The Manager’s Role in Improving 

Workplace 

Roger Chevalier 

“Give a man a fish and he will eat for a day. Teach 

him how to fish and he will eat for a lifetime.” Isn’t 

it time that we train and coach our managers and 

supervisors to use what we know about performance 

improvement rather than trying to do it for 

them? This roundtable will present ideas and tools 

for managers to improve workplace performance. 

40. Use Market Research: Impact 

Performance and Profits! 


Have you studied the market to help improve 

performance? Do your performance solutions 

reflect reality? During this roundtable, you are 

the experts! Together we will brainstorm ideas on 

how to use market research to affect performance 

and profits, applicable to your business. 

41. Using “Performance Modes” in 

Your HPT Solutions 

Bill Blunt and Evelyn Elias 

This highly interactive roundtable will show 

human performance technology (HPT) practitioners 

how to sort user tasks into three basic 

performance “modes” based on psychological and 

environmental factors. Using a simple tabletop 

simulation, they will experience their own performance 

at each of these performance modes. 

We will then discuss ways of incorporating this 

model into HPT solutions, the types of errors 

that typically occur in each mode, and simple 

methods for preventing those errors. 

Thank You, 

Conference 

Sponsors 


37. Theme-Based Gaming Across 

Delivery Modes 

Theresa Morris 

Games help to quickly engage learners, motivate 

them to continue learning, and also provide feedback 

to support performance objectives. During 

this roundtable, participants will receive tips and 

techniques on how to weave theme-based gaming 

across several delivery modes, such as web-based, 

virtual classroom, instructor-led, and mobile. 

42. We Are All Being Evaluated 

Glenn Hughes 

That is right, we are all being evaluated—often 

against criteria we do not know or understand. 

The result is often pain and misunderstanding. If 

you are an evaluator, or you are being evaluated, 

you need to understand the evaluation wheel. 

During this roundtable, attendees will learn 

and apply the four distinct types of evaluation— 

intuition, deliberation, rubrics, and metrics. The 

pros and cons of each method will be explored. 

39. Transitioning From Training to 

Performance-based Learning 

Gary DePaul and Rich Lima 

With traditional training departments, sponsors 

typically request specific training projects to 

support business needs. Such requests may not 

identify complex performance gaps and ultimately 

may not serve sponsors’ intent to resolve business 

and performance problems. Learn about how 

Lowe’s avoids these situations by applying a 

systematic approach for adding value. You will 

receive a systematic model for developing your 

value to executives, a sample dashboard, and an 

outline for how to deliver recommendations and 

analytical key findings. 


www.ispi.org 

47

2012 Awards of Excellence 

Congratulations! 

Outstanding Human Performance Intervention 

Human Performance Program–Call Center Performance Intervention 

Sprint 

Risk-Based Approach to On-the-Job Training 

Operations Learning & Performance, Amgen 

U.S. Coast Guard Maritime Law Enforcement Boarding Officer Counter Drug Operations Course 

U.S. Coast Guard Training Center Petaluma and U.S. Coast Guard Maritime Law Enforcement Academy 

U.S. Coast Guard Performance Analysis Project Improvement 

U.S. Coast Guard Training Center Petaluma and L-3 Communications 

Just-in-time Appliance Associate Training: Improving the Customer Shopping Experience 

Lowe’s and Creative Channel Services 

Passport: A New Point-of-Sale System 

Imperial Oil and DataLink Consulting Team 

Using the D6 Model to Achieve Consistency in Performance Improvement Initiatives 

Lowe’s 

Retailing Excellence 2011—Retail is Detail 

Imperial Oil and Ideas Interactive Inc. 

Collateral Duty Environmental Coordinator Electronic Performance Support Solution 

U.S. Coast Guard FORCECOM Performance Technology Center and Lockheed Martin 

Secure Desktop Environment (SDE) Human Performance Instructional Intervention 

Arise Virtual Solutions 

U.S. Coast Guard Suicide Prevention Mandated Training Online Course 

U.S. Coast Guard and L-3 Communications 

Kobalt Mechanics Hand Tools via Lowe’s Connections 

Lowe’s 


2012 Awards of Excellence 

Chapters of Exellence 

Armed Forces Chapter 

Capella University Chapter 

Charlotte Chapter 

Michigan Chapter 

New Mexico Chapter 

Potomac Chapter 

San Diego Chapter 

Tampa Bay Chapter 

Outstanding Chapter 

Communication Product 

Outstanding Research/ 

Student Research 

Developing Trust in the Client-Consultant 

Relationship 

William L. Solomonson, CPT, PhD 


Distinguished Dissertation Awards 

First Place 

A Mediated Model of Trust and Its Antecedents in 

the Client-Consultant Relationship 

William L. Solomonson, CPT, PhD 

Faculty Sponsor: Ingrid Guerra-Lopez, PhD 



in the Piedmont and 

Performance Charlotte 

Charlotte Chapter 

Second Place 

A Delphi Study into the Efficacy of Clinical Simulation 

Performance Assessment in Credentialing Healthcare Providers 

Kristina Stillsmoking, PhD 

Faculty Sponsor: Jaime Barron, PhD 

Mentor: Paul Hardt, EdD 

Capella University 

Third Place 

The Instructional Effects of Knowledge-Based Community 

of Practice Learning Environments on Student Achievement 

and Knowledge Convergence 

Darryl C. Draper, PhD 

Faculty Sponsor: Susan M. Land, PhD 

Pennsylvania State University 


www.ispi.org 

49

2012 Honorary Awards 

Honorary Life Member 

Carol Haig, CPT 

Thomas F. Gilbert Distinguished 

Professional Achievement Award 

Carl Binder, CPT, PhD 

Distinguished Service Award 

Eileen Banchoff, CPT, PhD 

Geary Rummler Award for the 

Advancement of Performance Improvement 

Roger M. Addison, CPT, EdD 

J. Robert Carleton 


Honorary Life Members 

Recognizing Excellence from 1963 to Present 

Roger M. Addison, 1998 

Mariano Bernardez, 2011 

Carl Binder, 2009 

James E. Briggs, 1963 

Dale Brethower, 2004 

Donald Bullock*, 1982 

Norman Crowder, 1963 

William A. Deterline*, 1999 

Wellesley R. “Rob” Foshay, 2002 

George L. Geis*, 1980 

Thomas F. Gilbert*, 1963 

Carol Haig, 2012 

Judith Hale, 2006 

Joe H. Harless, 1979 

Stephanie Jackson, 1986 

Roger Kaufman, 1988 

P. Kenneth Komoski, 1979 

Danny Langdon, 2003 

Claude Lineberry*, 1997 

Robert Mager, 1964 

Susan M. Markle*, 1977 

Margo Murray, 1985 

Isadore J. Newman, 1964 

Gabriel Ofiesh*, 1963 

John R. Olsen*, 1964 

James A. Pershing, 2008 

Allison Rossett, 2001 

Geary Rummler*, 1977 

B.F. Skinner*, 1964 

Judy Springer, 1984 

Harold D. Stolovitch, 1990 

Sivasailam Thiagarajan, 1983 

Philip W. Tiemann, 1980 

Donald Tosti, 1984 

C. Glenn Valentine*, 2000 

Guy W. Wallace, 2010 

Fred Wells, 1985 

Klaus D. Wittkuhn, 2007 

Our first recipients... 

Norman Crowder 

Thomas F. Gilbert 

James E. Briggs and 

Gabriel Ofiesh 

*Deceased 


www.ispi.org 

51

Institute & Certification Wednesday–Friday, April 18–20 • 8:30 am–5:00 pm 

Principles & Practices Institute 

April 18–20, 8:30 am–5:00 pm 

Conference D/E, Mezzanine 

Principles & Practices of Performance Improvement 

Roger M. Addison, CPT, EdD, Addison Consulting 

The Principles & Practices of Performance 

Improvement Institute is a three-day 

program designed to introduce the 

fundamentals of human performance 

technology (HPT). Instructional strategies 

include workplace examples and collaborative 

analysis of case studies. Using tools 

and techniques recognized as best practices 

in the industry, this program provides 

knowledge and resources from veteran 

instructors and facilitators in the field. 


• Define performance improvement. 

• Apply performance consulting skills 

to improve performance. 

• Apply the Total Performance System 

to identify performance issues. 

• Conduct a Gap Analysis to compare 

desired performance to actual 

performance in order to identify 


• Identify possible causes of 


• Prescribe appropriate interventions 

that could eliminate performance gaps. 

• Identify levels of performance 

evaluation and the types of data that 

each level yields. 

Certification Workshop April 19–20 • 8:30 am–5:00 pm 

Conference G, Mezzanine 

Certification Workshop: Preparing for the CPT 

Gay Bruhn, CPT, EdD, International Society 

for Performance Improvement 

Whether you work primarily in instructional 

design, technical documentation, 

process improvement, or performance 

consulting, this workshop will show you 

how the Certified Performance Technologist 

(CPT) certification can help you prove 

that your work adds value to your clients. 

During this workshop you will get an 

overview of the standards on which the 

CPT is based, the certification process, 

and how the credential came about. 

As a result, you will gain a deeper understanding 

of the standards and the criteria 

for achieving the CPT. You will engage in 

exercises where you will apply a reviewer’s 

checklist to sample applications. You will 

see examples of well-documented applications 

and reviewers’ feedback on some 

that did not meet the standards. You 

will also use a self-assessment guide 

to determine your readiness to apply 

for the certification. 


• Understand the value of the CPT 

certification to them and their 

organization. 

• Better evaluate their work and the 

work of others. 

• Assess their readiness to apply for 

the CPT designation. 

• Develop a plan for their professional 

growth. 

All applications for the CPT designation 

are subject to the regular peer evaluation 

process. The CPT application fee is 

included in the price of the workshop. 


Workshops Thursday–Friday, April 19–20 • 8:30 am–5:00 pm 

Two-Day Workshops 

Thursday–Friday , April 19–20 

Windsor East 

Business-Driven Strategic Planning for 

Learning and Development 

Ray Svenson, Ray Svenson Consulting, Inc. 

Workshop Code: WBA 

To add real value, learning and development 

must be strategically aligned with business goals, 

strategies, and challenges. This workshop offers a 

proven systematic approach to strategic planning 

for learning and development for businesses or 

departments. This process has been applied and 

improved for more than 30 years working with 

Fortune 500 companies. Participants will learn the 

process, practice using a set of tools, and develop 

their own Project Plan for implementing the 

process. 

Participants will: 

• Learn a proven process for developing a 

Strategic Plan for Learning and Development 

and will apply their process knowledge in 

creating their Project Plans. 

• Receive a set of performance aids/tools to 

support the planning process and will receive 

practice in their use during the workshop. 

• Create their own Project Plan for developing 

a business-driven Learning and Development 

Strategic Plan for their own company or 

organization. 

• Learn how to integrate all of the elements of 

the Learning and Development system to meet 

a set of requirements derived from an analysis 

of business need. 

• Learn to build a Business Case to justify 

the value added from the proposed strategic 

investments in learning and development. 

Windsor West 

SDI Level 1 Facilitator Certification 

Ray Linder, Personal Strengths USA 

Workshop Code: WBB 

At the conclusion of the workshop, attendees will 

be certified to facilitate the Strength Deployment 

Inventory (SDI), a valid and reliable self-discovery 

tool based on Relationship Awareness Theory. 

Facilitators, coaches, and performance technologists 

can integrate these tools into their own 

applications such as Leadership Development, 

Team Building, and Communication. The tool 

helps to build better relationships and identify 

and manage conflict more effectively. It is used 

globally in virtually every industry. 


• Integrate the Strength Deployment Inventory 

and other tools into their own training and 

performance improvement work. 

• Train others in conflict management approaches 

that can reduce the organizational cost of 

conflict. 

• Fully explain the four premises of Relationship 

Awareness Theory, and how they relate to 

performance improvement. 

• Train others to give positive, meaningful 

feedback based on personal strengths. 

• Apply at least 10 participatory exercises 

from the Strength Deployment Inventory 

Facilitation Guide and other materials 

provided at the workshop. 

One-Day Workshops 

Thursday, April 19 

Conference C 

Performance Partnering Workshop 

Dick Handshaw, Handshaw Inc. 

Workshop Code: WTA 

This skill-building workshop features participant 

role plays with lots of feedback. Participants 

will use eight tested principles for conducting 

proactive interviews as well as eight principles for 

conducting reframing meetings with clients. The 

goal of a reframing meeting is to help the client 

focus on results rather than activities and gain 

permission to gather more analysis data. Proactive 

consulting will position participants as a strategic 

partner rather than an order taker. 


• Engage clients in discussions about business 

goals and barriers to performance even when 

there is no immediate project or opportunity 

on the table. 

• Engage the client in an open discussion about 

business needs and the performance required 

to support them. 

• Observe and practice eight skills that will 

facilitate the proactive interview. 

• Observe and practice eight skills that will 

facilitate the re-framing meeting. 

• Identify opportunities to conduct further 

analysis of the performance needs in order to 

identify learning needs. 

Conference H 

Plan and Facilitate Smarter, 

Collaborative Meetings 

Bob Wiele, OncSmartWorld and Michael Ferrabee, 

Canadian School of Public Service 

Workshop Code: WTB 

This skills development workshop helps participants 

learn a system for designing and facilitating 

collaborative meetings for all settings. This 

system delivered to WestJet, the highest ROI 

ever recorded in training in Canada. It teaches a 

universal common language for thinking together. 

Participants learn how to design and facilitate 

smarter meetings using a lean meeting process 

method to help people who think differently, 

get on to the same page and produce consistently 

great results together. 


• Acquire a sustainable methodology of 5 

building blocks to reduce time spent in 

meetings, improve the quality of engagement, 

and improve meeting productivity. 

• Plan and design collaborative meetings using 

a set of 12 disciplined lean meeting processes 

and customize meeting processes, using online 

tools, and planning skills. 

• Facilitate 4 types of tasks in collaborative 

meetings, using specific strategies and structured 

experiences to 1) develop understanding 

of issues and people; 2) create option and 

alternatives, to challenges 3) make decisions, 

and 4) instill a spirit of positive initiative. 

• Practice facilitation skills to enable meeting 

participants to do the same type of thinking 

and to bring wandering participants back 

on track. 

• Use 5 team building and facilitation tools to 

improve team meeting work. 

Institute, Certification, & Workshops 


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53

Workshops Friday, April 20 • 8:30 am–5:00 pm 

Friday, April 20 

Conference C 

Performance Improvement Consulting: 

Ideas, Models, and Tools 

Roger Chevalier, CPT, PhD, Improving Workplace 


Workshop Code: WFA 

This workshop equips consultants with stateof-the-art 

information for improving individual 

and organizational performance by providing 

ideas, models, and tools necessary to systematically 

consult with clients. The workshop is based 

on three sessions selected as Encore presentations 

at past annual ISPI conferences and on Roger’s 

award-winning book entitled, A Manager’s Guide to 

Improving Workplace Performance. Participants will 

have the opportunity to use what they learned in a 

highly interactive skill practice. 


• Use a structured performance consulting 

process. 

• Identify performance shortfalls. 

• Determine the underlying causes for these 

shortfalls. 

• Select appropriate interventions to improve 


• Manage the change process and evaluate 

the results. 

Huron, 2nd Floor 

Personal Leadership Pilgrimage 

James M. Gehrke, Magnify Leadership and 

Development 

Workshop Code: WFB 

Too often we are so distracted by day-to-day 

pressures that we never stop and reflect upon 

our own unique position and role as individual 

leaders. In the middle ages, pilgrims believed 

through the sacrifice of making a pilgrimage they 

would achieve new levels of understanding, peace, 

and meaning in their lives. To achieve our full 

potential, each of us must embark on a journey 

akin to a pilgrimage of personal development 

and mastery. 

During this workshop, participants will embark 

on their own personal journey of understanding 

five key personal leadership lessons including: 

• Focus on what is important. 

• Anchor themselves to core values. 

• Create a personal legacy compass. 

• Commit to excellence. 

• Become a servant leader. 

Conference H 

An Introduction to Six Boxes® 

Performance Thinking 

Carl Binder, CPT, The Performance Thinking Network 

Workshop Code: WFE 

Understanding the language and logic of the 

Performance Chain and the Six Boxes® Model can 

drive communication about performance and how 

to improve it across all levels and functions in an 

organization. This workshop teaches elements 

of “performance thinking” to enable application 

of HPT principles to virtually any situation, for 

rapid penetration of HPT into organizations 

and alignment with stakeholders. It introduces 

language and concepts that participants can 

apply immediately to accelerate business results 

through people. 


• Use the Performance Chain to link behavior 

to business results. 

• Identify practical measures of performance 

for evaluation and decision-making. 

• Apply the Six Boxes® Model to systemically 

address performance needs and opportunities. 

• Maximize ROI by integrating training and 

non-training interventions. 

• Communicate better with colleagues and 

stakeholders about performance and its drivers. 


Presenter Index 

A 

Adams, Chris..............................................46 

Addison, Roger ...............16, 17, 24, 46, 52 

Al-Badhdadi, Wafi.....................................28 

Annan, Janet ...............................................22 

Annulis, Heather .......................................19 

Arseneau, Kevin.........................................21 

August, Pam................................................41 

B 

Banchoff, Eileen.........................................18 

Bates, Kathleen ..........................................30 

Benning, Michelle .....................................44 

Beresford, Bonnie......................................18 

Bernardez, Mariano...................................25 

Binder, Carl ............................20, 28, 46, 54 

Bishka, Atena .............................................29 

Blunt, Bill ....................................................47 

Bond Hinsz, Suzanne ...............................29 

Brock, Tim ....................................25, 29, 45 

Brown, Catherine ......................................23 

Brown, Marshall ...........................17, 23, 39 

Bruhn, Gay..................................................52 

Buckenmeyer, Janet...................................44 

Bullen, Mark...............................................31 

Burkett, Holly ............................................28 

Burroughs, Samantha................................29 

Byerly, Boyce...............................................18 

C 

Carey, Clare..........................................20, 44 

Carleton, J. Robert ....................................45 

Casad, Scott................................................21 

Chase, Charlotte .................................28, 44 

Chevalier, Roger...........................23, 47, 54 

Chou, C. Candace.....................................30 

Christensen, Brett .....................................40 

Clark, Dick...........................................17, 31 

Coleman, Maurie .........................17, 18, 30 

Cortes, Ivan.................................................39 

Craig, Gary .................................................44 

Craumer, James....................................41, 46 

Czeropski, Sue............................................27 

D 

DePaul, Gary .......................................30, 47 

Di Maulo, Sonia ....................21, 25, 30, 47 

Donovan, Matt .............................17, 20, 23 

Duan, Minjing.....................................27, 41 

E 

Earnshaw, Yvonne .....................................27 

Elias, Evelyn ................................................47 

Elliott, Paul .................................................20 

Ewing-Miles, April ....................................30 

F 

Farrington, Jeanne ..............................20, 46 

Feldt, Glenda .......................................27, 44 

Ferrabee, Michael ......................................53 

Ferron, Tim.................................................45 

Folsom, Al...................................................20 

Foster, Angel...............................................29 

Fu, Frank .....................................................39 

G 

Gangano, Sheryl ........................................30 

Gaudet, Cyndi............................................19 

Gehrke, James ......................................24, 54 

Gibbs, John ..........................................27, 44 

Giguere, Dominique.................................28 

Gillum, Tim................................................24 

Grbavac, Rick ......................................21, 45 

Guerra-Lopez, Ingrid................................41 

H 

Haig, Carol ..........................................17, 24 

Hale, Judith..........................................19, 46 

Handshaw, Dick..................................17, 53 

Harless, Joe..................................................20 

Hartt, David ...............................................21 

Hill, Jim .......................................................32 

Holloway, Elizabeth..................................23 

Hougher, Vaughan ....................................27 

Hoyt, Kirsten.......................................20, 27 

Hughes, Glenn ....................................40, 47 

J 

Jarosz, Vicky ...............................................40 

K 

Kaufman, Roger ...........................19, 25, 44 

Kearny, Lynn...............................................17 

Kirby, Phil ...................................................22 

Kirkey, Donald...........................................18 

Knutson, Scott ...........................................20 

Kusy, Mitchell ............................................23 

L 

Landen, Eric................................................39 

Langdon, Danny .................................40, 44 

Lange, Lisa............................................40, 44 

Lee, Kendra.................................................27 

Legge, Amy...........................................28, 46 

Leigh, Hillary ......................................32, 45 

Lima, Rich...................................................47 

Linder, Ray..................................................53 

Livingston, David ...............................27, 44 

Logan, Jody.................................................19 

Lohman, Peg...............................................28 

M 

Mack, Branden...........................................30 

Maeso, Eileen..............................................40 

Marken, James ............................................42 

Marrelli, Anne............................................40 

Mattox, John........................................29, 46 

Mazur, Gale.................................................30 

McConnell, Nancy....................................27 

McCrae, Melisande...................................29 

Meli, Peggy ....................................25, 29, 45 

Mistry, Nitin...............................................27 

Monaco, Joe................................................29 

Moniz, David .............................................45 

Moore, Andrea ....................................18, 28 

Moore, Stephanie ......................................19 

Morris, Theresa..........................................47 

Mortsenson, Kery......................................24 

Moseley, James ..............................23, 27, 45 

Mowatt, Joanne..........................................29 

Murray, Margo..............................16, 17, 47 

Index 


www.ispi.org 

55

Presenter Index 

N 

Nathan, Edward.........................................45 

Nel, Belia .....................................................45 

Norris Thomas, Mary ........................20, 41 

Novak, M. Mari .........................................44 

O 

Osinski, Diana............................................30 

Overcast, Shawn..................................30, 46 

P 

Park, Yun Jeong..........................................28 

Pavelek, Susan.............................................30 

Pembrook, Curtis ......................................27 

Peters, Karen...............................................27 

Phillips, Jack ...............................................24 

Phillips, Patti ..............................................19 

Q 

Quiram, Timothy......................................42 

R 

Radakovich, Patricia .................................40 

Rasile, Pat ....................................................29 

Remer, Brian ........................................24, 45 

Riener, Cedar..............................................32 

Roper, Michael...........................................27 

Rossett, Allison ..........................................25 

Roy, Ria.................................................28, 46 

Rutherford, Mark ......................................45 

S 

Schehl, Jeanne ............................................29 

Schehl, John................................................45 

Schmidt, Teri .......................................18, 46 

Sherman, Jay ...............................................28 

Siko, Jason ...................................................28 

Simington, Bob..........................................27 

Snyder, Dawn .............................................46 

Solomonson, William ..............................18 

Sostrin, Jesse................................................27 

Stepich, Donald .........................................20 

Stewart, Fred...............................................45 

Stolovitch, Harold ..............................31, 46 

Suk, Julia......................................................44 

Svenson, Ray...............................................53 

Symonette, Simone ...................................28 

T 

Telban, Mary...............................................23 

Toenniges, Lisa...........................................18 

Towler, Annette .........................................31 

Tremblay, Remi ..........................................40 

V 

Van Tiem, Darlene.......................23, 27, 45 

Vasko, Thomas...........................................29 

Villachica, Steven ......................................20 

W 

Wallace, Guy...............................................44 

Watkins, Ryan ............................................31 

White, Adrienne........................................28 

Whiteside, Kathleen ..........................40, 44 

Wick, Calhoun ..........................................18 

Wiele, Bob............................................41, 53 

Wile, David.................................................21 

Wilson, Kevin......................................19, 45 

Wittkuhn, Klaus........................................39 

Y 

Yeager, William..........................................44 

Yi, Hong......................................................39 

Youmans, Karen.........................................29 

Z 

Zehr, Kelson ...............................................27 

Zink, Martin...............................................27 

[From page 33] 

Who in this photo has attended 

all but one NSPI/ISPI Annual Conference? 

Roger Kaufman, CPT, PhD 

(Included in photo: David Wark, Roger Kaufman, 

Carlton Downing, and Robert Smith, Jr.)

to download the conference program - International Society for ...

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