Workshops

Sunday, April 29 & Monday, April 30

Whether you are new to the field or looking to enhance your skills, ISPI's two-, one-, and half-day workshops will advance your professional know-how and knowledge in a specific topic area. As a workshop participant, you have the option of registering for individual workshops or participating in ISPI's Certificate Program. Limited in size and facilitated by experts, our workshops provide the tips, tools, and techniques necessary to remain a top performer in your field. Satisfaction Guarantee: If you are not completely satisfied with your workshop, ISPI will refund your workshop registration fee.

Workshop registration fees are separate
from the conference registration fee.

Two Day & CPT Certification Workshops
Sunday, April 29 to Monday, April 30
8:30 am - 5:00 pm

One Day Workshops
Sunday, April 29 & Monday, April 30
8:30 am - 5:00 pm

Half Day Workshop
Monday, April 30
8:30 am - 12:30 pm & 1:00 pm - 5:00 pm

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The workshop registration fees are not included in the conference registration fee. Please see Registration & Fees for details.

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TWO-DAY WORKSHOPS
Sunday, April 29 & Monday, April 30
8:30 am - 5:00 pm

Managing Employee Retention
Jack J. Phillips, PhD, Chairman, The ROI Institute, Inc.
WORKSHOP CODE: WBA

For organizations that have or anticipate issues with employee turnover, this extremely powerful workshop offers organizations ways to show the value of specific implementations of a retention solution. This workshop takes a comprehensive approach to managing employee retention and follows the strategic accountability approach to managing retention.

Participants will be able to:

• Understand how the cost of turnover has developed.
• Diagnose the actual causes of turnover.
• Select solutions to reduce turnover.
• Forecast the value of a retention solution.
• Measure the impact of those solutions.

Track: Analysis, Evaluation, and Measurement
LEVEL: INTERMEDIATE/ADVANCED

Measuring the Return on Investment: A Skill Building Workshop
Patti P. Phillips, PhD, President & CEO, The ROI Institute, Inc.
WORKSHOP CODE: WBB

Who is going to support a learning or performance improvement program that cannot prove itself? Executives demand bottom-line results from all parts of their operations, including learning, development, and performance improvement. Integrating the latest trends, participants quickly see the advantage of the return-on-investment (ROI) process as six types of data are collected and analyzed, representing both qualitative and quantitative data, developed from a variety of sources.

Participants will be able to:

• Calculate the ROI.
• Identify and analyze intangibles.
• Present results to senior management.
• Develop an evaluation plan for a specific program in the organization.
• Improve the satisfaction of stakeholders.

Track: Analysis, Evaluation, and Measurement
LEVEL: ALL

• 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.
• 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.

Track: Management of Organizational Performance
LEVEL: ALL

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ONE-DAY WORKSHOPS
Sunday, April 29
8:30 am - 5:00 pm

Constructing Level Two Evaluation and Certification Systems: Technical and Legal Guidelines
Sharon Shrock, PhD, and William Coscarelli, PhD
WORKSHOP CODE: WSA

Improving human performance requires that performance be measured. In response to demand from customers, certification of competence to provide a service or to use or maintain a product is increasingly a norm. Performance Technologists can add testing expertise to the value they offer their organizations, even if they have no formal prior training in measurement. This workshop provides an overview of current practice in creating and documenting practical and defensible performance assessments.

Participants will be able to:

• Determine when to use criterion-referenced tests and when to use norm-referenced tests.
• Define the 14 steps to follow to create a professionally and legally defensible test for Level Two assessment or certification.
• Create technically correct and job related multiple-choice items.
• Develop objective tests to measure performance while balancing the legal rights of test takers with special needs.
• Create reliable performance tests that measure skills while demonstrating "job relatedness" in the legal context.
• Determine test length.
• Determine defensible mastery levels (cut scores).
• Describe defensible procedures for establishing reliability and validity.
• Identify the critical steps to developing legally supportable certification tools and test instruments.
• Develop a specific plan for documenting their work to minimize legal risks.

Track: Analysis, Evaluation, and Measurement
LEVEL: ALL

Driving and Measuring Individual and Business Performance Results from Training: The High-Impact Learning Approach
Robert O. Brinkerhoff, Senior Consultant, and Tim Mooney, High Impact Learning Practice Leader, Advantage Performance Group
WORKSHOP CODE: WSB

How do you ensure that training investments achieve consistent--and measurable--performance and business improvement results? This dynamic and hands-on training workshop will introduce participants to the research-based and proven "High Impact Learning" framework and give them practice with the methods and tools that a number of companies worldwide have adopted to:

• Transition training departments to a business-linked, consultative approach versus an "order- taking," training delivery function.
• "Partner" with internal customers to identify strategic needs and plan effective training interventions that are tightly linked to and driven by important business goals--and integrated with performance improvement systems.
• Increase the return on investment and sensibly evaluate the impact of training investment on key business goals and metrics.

Participants will be able to:

• Practice and apply (in a business case simulation) the key principles of the high-impact approach.
• Learn and apply the key steps partnering with line managers to surface and link critical business, work unit, and individual performance improvement goals to learning programs.
• Understand and practice using an impact mapping tool to link learning needs and performance objectives to business goals.
• Understand and apply the principles of the Success Case Method for practically and credibly evaluating the business impact of learning intervention.
• Take home examples of the high-impact approach they can use with their training and performance improvement clients.

Track: Analysis, Evaluation, and Measurement
LEVEL: INTERMEDIATE/ADVANCED

Change, Choices, and Consequences:
Ensuring Useful Performance System Improvement
Roger Kaufman, CPT, PhD, Distinguished Research Professor and Professor Emeritus, Sonora Institute of Technology and Florida State University
WORKSHOP CODE: WSC

Earn 1 Graduate Credit through Excelsior College - Learn More...

This interactive workshop expands the conventional borders of performance improvement. Just as performance technology has changed over the years, so have the concepts, tools, and approaches, including needs assessment, required to be successful in the new realities of organizations and who they serve. Conventional approaches will get negative or unworthy results simply because they ask the wrong questions. The appropriate tools and concepts for measurable improvement are provided and justified. This workshop is not for those who simply want to be more efficient in what they already do and are not open to a different approach.

Participants will be able to:

• Ask and correctly answer the basic questions for organizational and individual performance improvement for which valid direction-finding approaches, including needs assessment, will add measurable value.
• Correctly identify the differences and relationships among key performance system data collection approaches, including needs assessment, needs analysis, "training needs assessment," evaluation, and continual improvement and identify how they relate and how to relate them.
• Identify the steps for doing three kinds of needs assessment (external and internal).
• Identify how this approach has measurable value as compared to conventional approaches.
• Be able to successfully explain why just doing the same things cheaper, faster, better will not lead to success of one's self, the organization, and all external clients and why this approach to performance improvement will allow one to add value and prove it.

Track: Instructional Systems
LEVEL: INTERMEDIATE/ADVANCED

Using Fundamental Learning Research to Maximize Performance
Will Thalheimer, PhD, Principal Researcher, Work-Learning Research
WORKSHOP CODE: WSD

To ensure that our learning interventions are effective in maximizing on-the-job performance, we must build them to precise specifications, keeping our designs within the fragile tolerances of the human learning system. Too often, even experienced designers get fooled by the myths of tradition or the sway of persuasive gurus. In this highly interactive workshop, the presenter will share wisdom from research compiled from the world's preeminent refereed journals on learning, memory, and instruction.

Participants will be able to:

• Leverage the fundamentals of human learning to create more effective learning-to-performance designs.
• Apply eight critical learning factors to make better instructional-design decisions.
• Focus not only on creating learning, but also on reducing forgetting and creating spontaneous remembering in on-the-job performance situations.
• Generate innovative solutions to instructional-design problems by utilizing appropriate mental models of how human learning creates performance.

Track: Instructional Systems
LEVEL: INTERMEDIATE/ADVANCED

Collaborative Skills for Breaking Down Borders and Barriers
James Tamm, President, Radical Collaboration Group
WORKSHOP CODE: WSF

Collaboration often breaks down at borders (between individuals, teams, companies, countries). Because HPT professionals rarely have enough role authority to dissolve territorial attitudes, they must be skillful at building collaborative relationships. A six-year, nine-country study reflected that five skills helped participants become 45% more effective at getting their interests met, over 30% more effective at problem solving, and over 25% more effective at building climates of trust. This experiential workshop will cover those five skills.

Participants will be able to:

• Implement collaborative partnering strategies.
• Identify their own unconscious attitudes that either support or undermine productive collaborative relationships.
• Identify and then reduce their own defensiveness in stressful situations.
• Use an interest-based problem-solving process to help resolve one of their current relationship problems.

Track: Management of Organizational Performance
LEVEL: ALL

Building Business Acumen: How to Win a Seat at the Strategy Table
Terrence Gargiulo, President, MAKINGSTORIES.net
WORKSHOP CODE: WSI

Human Performance Technologists need business acumen. Those who are well-versed in business acumen are in the best position to help an organization achieve its objectives. This highly interactive workshop will help you assess your business acumen and show you how to make learning and performance a vital part of your organization's success. Through case studies and discussions, you will develop an action plan that details the essential skills you need to maximize your business acumen.

Participants will be able to:

• Assess their business acumen.
• Identify the essential skills and behaviors of business acumen.
• Simulate the application of essential skills and behavior through interactive case studies and small group discussions.
• Develop an action plan to maximize business acumen.

Track: Management of Organizational Performance
LEVEL: ALL

Using an HPT Model to Become Management's Partner
Danny Langdon, President and Kathleen Whiteside, Partner, Performance International
WORKSHOP CODE: WSK

Perhaps the question that most plagues HPT professionals is, "How can I become my clients' ongoing partner? How can I become the partner who is key to their daily operations?"

This workshop provides a methodology that works! It is an operational, rather than a programmatic, approach. Become management's partner by using a nine-step systematic, performance-oriented process. You will get the gap data you need continuously. This will allow you to initiate HPT solutions that improve performance--and finally be management's partner.

Participants will be able to:

• Identify the obstacles to being viewed as management's strategic partner.
• Identify what drives managers; link HPT technology with those drivers to partner with line management.
• Identify a nine-step process for helping managers organize--and dramatically improve--their departments.
• Develop an integrated HPT system that meets business operations needs, thus becoming management's partner.

Track: Organizational Alignment
LEVEL: ALL

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ONE-DAY WORKSHOPS
Monday, April 30
8:30 am - 5:00 pm

The Six Boxes™ Model: HPT for the Whole World!
Carl Binder, CPT, PhD, Senior Partner, Binder Riha Associates
WORKSHOP CODE: WMA

The simplicity and plain language of The Six Boxes™ Model can drive rapid communication and implementation of HPT across all organizational levels, in diverse cultures, to address performance challenges great and small. This workshop teaches Six Boxes™ "performance thinking" applied to organizational alignment, needs analysis, best practices strategies, implementation planning, leadership, and organizational development. The workshop introduces practical tools and templates plus exercises to ensure that participants can use the model immediately.

Participants will be able to:

• Communicate in clear, plain language with everyone about causes of deficient and exemplary performance.
• Gain alignment with respect to performance objectives and means of achieving them.
• Obtain and analyze information for needs analyses, best practices studies, performance design, implementation planning, process improvement, and training support.
• Improve performance systems or interventions and optimize cost-effectiveness and employee engagement by ensuring that components work together synergistically.
• Spread fundamental HPT and "performance thinking" across diverse organizations and cultures.

Track: Analysis, Evaluation, and Measurement
LEVEL: ALL

First Things Fast: Strategies to Move from
Analysis to Solution Systems
Allison Rossett, CPT, EdD, Professor, San Diego State University, and David C. Hartt, CPT, Chief of the Coast Guard's Performance Technology Center, United States
WORKSHOP CODE: WMB

Now is the time to temper enthusiasm about workplace training with skepticism about whether training alone delivers the goods. What to do? We must build programs based on analysis, tailor solutions to our circumstances, and commit to an irreverent and consultative approach to our customers and the work. In our day together, we will answer the following questions: What is performance analysis? Why is consultation at the heart of the mix? What sources are appropriate? What questions will shed light on both causes and solutions? What roles might technology play? How do we do it in ways that avoid analysis- paralysis? And where do these programs go awry? For typical challenges, such as technology rollouts, compliance, and messed-up performance appraisals, participants will work on doing analysis fast and well.

How can Allison be in two places at the same time?  With help from her friends, her very able copresenters. Yes, Allison is facilitating two workshops, but it will not affect the quality of your experience. The transition will be seamless.

Participants will be able to:

• Describe what performance analysis is and how the process and results can contribute to the individual and organizational mission.
• Use a conceptual model, one that is based on the quest for information about optimals, actuals, and causes to plan, structure, and carry out needs studies for typical requests for assistance.
• Describe when to use interviews, surveys, observations, groups, and work product examination for analysis.
• Use results to frame both appropriate training and non-training solutions.
• Describe the attributes of effective reporting and critique an array of reports and summaries.
• Counter objections to analysis from others and figure out ways of doing it better and faster.

Track: Analysis, Evaluation, and Measurement
LEVEL: ALL

Beyond the Humble Job Aid: An Active Tour of
Performance Support Examples and Tools
Allison Rossett, CPT, EdD, Professor, San Diego State University, and Lisa Schafer, Collet and Schafer, Inc.
WORKSHOP CODE: WMC

Performance support is everywhere now--under a tree, in a submarine, on the manufacturing floor. What is performance support? What does technology add to the humble print job aid? Don't you need a million dollars and programming skills to build performance support? In this workshop, we will describe performance support, tour examples, discuss quality, and then invite participants to team up with tool vendors to test drive their systems on a real, vivid challenge.

How can Allison be in two places at the same time?  With help from her friends, her very able copresenters. Yes, Allison is facilitating two workshops, but it will not affect the quality of your experience. The transition will be seamless.

Participants will be able to:

• Describe what performance support is and how it can contribute to improving individual and organizational performance.
• Determine which types of performance support to use in given situations, and how to use performance support as one aspect in a blended solution.
• Define planner and sidekick performance support and when to use them.
• Explain when a humble job aid will do and when technology will add to success.
• Compare various tools for developing performance support by test driving the tools at work on a real problem.
• Describe strategies for successful implementation of performance support as part of a larger system.

Track: Instructional Systems
LEVEL: ALL

Three Keys to Successful e-Learning Implementation: Engaged Learners, Motivated Managers, and Energized Organizations
Lance Dublin, Chief Solution Architect, Dublin Consulting
WORKSHOP CODE: WMD

Making your e-learning successful requires more than just having the right content, great design, and effective technology. It requires a well-thought-out implementation strategy to ensure your learners are engaged, your managers are motivated, your organization is energized. By integrating proven techniques and approaches from change management, consumer marketing, and organizational development, you can ensure your learners, and the people who support them, are truly ready, willing, and able to succeed with your e-learning.

Participants will be able to:

• Analyze the critical implementation issues for their organization.
• Define the elements of an effective change communications model.
• Develop an integrated approach to their implementation based on the change communications model.
• Apply proven change management techniques and consumer marketing methods in their implementation plan.

Track: Instructional Systems
LEVEL: INTERMEDIATE

Six Disciplines that Turn Training and Development
into Business Results
Cal Wick, Founder & CEO, and Roy Pollock, CLO, Fort Hill Company
WORKSHOP CODE: WME

Learning improves performance only when it is transferred and applied in the workplace. Based on six years of research and the highly acclaimed book, The Six Disciplines of Breakthrough Learning, this interactive workshop will equip you with systemic processes, frameworks, tools, know how, and best practices. You will leave prepared to take action that will improve learning transfer and optimize the results of your most important learning initiatives, supported by cutting-edge follow-through technology.

Participants will be able to:

• Improve performance by accelerating the transfer and application of learning to work.
• Identify the greatest opportunities (low-hanging fruit) to increase the impact of their programs.
• Employ six research-based disciplines to reliably turn training into improved workplace results.
• Effectively use tools and processes provided during the workshop.
• Use a cutting-edge web-based follow-through system after the workshop to gain first-hand experience in follow-through management and maximize the workshop's value.

Track: Instructional Systems
LEVEL: INTERMEDIATE

Facilitating Multinational Teams for High Performance
Sivasailam "Thiagi" Thiagarajan, CPT, PhD, Resident Mad Scientist, The Thiagi Group, and Samuel van den Bergh, Founder, Centre for Cross-cultural Competence, School of Communication, Zurich University of Applied Sciences
WORKSHOP CODE: WMG

REALITY: As the world becomes flatter, the number of multinational teams is increasing.

GOOD NEWS: The most productive and innovative results are achieved from these multinational teams.

BAD NEWS: The worst-performing teams are also found among these multinational teams.

Based on more than 20 years of field research on organizing, facilitating, and advising multinational teams, the facilitators have created a set of guidelines and procedures for decreasing the problems and increasing the potentials of multinational teams. In this walk-the-talk workshop, you will experience a series of interactive exercises for mastering key strategies for improving the performance of multinational teams and applying them to your own situation.

Participants will be able to:

• Identify potentials and pitfalls of multinational teams. Apply HPT strategies to leverage the potential and reduce the pitfalls.
• Identify and utilize nine cultural factors that influence the productivity of a multinational team.
• Analyze the purpose and membership of a multinational team. Identify strategies for increasing the amount of trust and productivity in the team.
• Apply 20 HPT principles and procedures for improving the levels of achievement and affiliation in multinational teams.
• Identify the needs of a multinational team through five stages of its development. Facilitate the team effectively through these stages.

Track: Management of Organizational Performance
LEVEL: ALL

A Manager's Guide to Improving Workplace Performance
Roger Chevalier, CPT, PhD
WORKSHOP CODE: WMH

Is it time that your organization delivered performance improvement techniques to your line managers and supervisors? This workshop presents state-of-the-art information on performance coaching, leadership, and performance technology for use by managers and supervisors as they work to improve workplace performance. The workshop is based on four sessions presented at past ISPI conferences and is the subject of the presenter's new book entitled, A Manager's Guide to Improving Workplace Performance.

Participants will be able to:

• Understand the performance coaching process and use Situational Leadership® and the Performance Coaching Guide to develop their people.
• Identify performance gaps as the difference between the present and desired level of performance.
• Identify the causes for performance gaps and select appropriate solutions to eliminate performance gaps.
• Implement the needed changes and evaluate the results.
• Decide if it is time to bring performance improvement techniques to their line managers and supervisors.

Track: Management of Organizational Performance
LEVEL: ALL

Matrix Management: Key Management Practices for
Maximizing Cross-Functional Cooperation
William R. Daniels, CEO, American Consulting & Training, Inc.
WORKSHOP CODE: WMI

Managing in a matrix structure is key to getting organizations focused, flexible, and fast. Few managers are good at it; that is why we have a worldwide productivity and leadership crisis. Come experience this challenging one-day workshop and simulation that is being used by Fortune 500 companies all over the world to address the problem. The workshop designer and leader is one of ISPI's most honored members and a well-known facilitator of remarkable learning experiences.

Participants will be able to:

• Identify the four, unique and inherently competitive demands on organizational resources that necessitate matrix structure and management: diversity of technologies, products, customers, and geography.
• Set and align goals, objectives, and priorities for matrix operations.
• Design the meetings that actually comprise matrix structure.
• Invent the processes and procedures that support parallel/integrated processing.
• Facilitate management teams' problem solving, decision making, and decision implementation.

Track: Management of Organizational Performance
LEVEL: ALL

HPT: Culture Change and Performance Leadership
Donald T. Tosti, CPT, PhD, Principal, Vanguard Consulting Inc.
WORKSHOP CODE: WMK

HPT can be an effective way to improve the cultural, business, and leadership practices of an organization. Because of the many examples of successful applications of HPT to improving individual task and operational process performance, some see HPT only in terms of reducing such gaps. But it can do that and much more. HPT can address what practices are necessary for the organization to survive and thrive as a community. By focusing on success factors, we can establish models that can both supersede and accommodate national and cultural conditions. Participants will hear examples of such efforts at British Airways, General Motors, SITA, Nissan, and other international organizations.

Participants will be able to:

• Understand the Organizational Alignment Model that underpins all performance system improvement applications internal and external to the organizational environment.
• Learn how to do performance-based analysis and audits of cultural and leadership practices to determine the extent to which they are critical to results.
• Learn means of testing stated organizational values as to their impact on mission accomplishment and cultural acceptance.
• Examine the process, practice, and power dimensions of organizational alignment and how they ensure delivery of results.
• Examine the meaning of power, governance, and politics in terms of performance.
• Contrast performance-assessment methods to normative cultural assessments.
• Contrast performance-based leadership with other forms of leadership development.

Track: Organizational Alignment
LEVEL: ALL

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HALF-DAY WORKSHOPS
Monday, April 30
8:30 am - 12:30 pm

Motivating Different Generations Through
Targeted Communication Techniques
Giselle Kovary, MA, Managing Partner, n-gen People Performance Inc
WORKSHOP CODE: WML

With four generations in the workplace--traditionalists, baby boomers, Gen X, and Gen Y--each cohort possesses different values, attitudes, and behaviors. Leaders who understand the generational identities can apply communication techniques that increase motivation and engagement by tapping into what is important to each employee group. This highly interactive workshop will provide practical tips on how to communicate by applying a six-step communication plan that motivates all four generations.

Participants will be able to:

• Describe the unique generational identities of the four generations.
• Identify how generational characteristics are translated into behaviors in the workplace.
• Describe the link between motivation and engagement and its impact on business results.
• State the generational considerations to be taken into account when communicating with direct reports and colleagues.
• Apply a six-step communication plan.

Track: Motivation, Incentives, and Feedback
LEVEL: INTERMEDIATE

Using Action Plans to Manage, Measure, and
Align Performance with Desired Results
Holly Burkett, CPT, MA, SPHR, Principal, Evaluation Works
WORKSHOP CODE: WMN

Action planning is a powerful and flexible method for managing and measuring the performance objectives of an HPT solution and for ensuring that objectives are effectively aligned with desired results. This experiential session will show how the action planning process can be used to close performance gaps and link business needs, on-the-job performance goals, and business impact measures. Practical job aids, case study examples, skill practice scenarios, and proven implementation tools will be provided.

Participants will be able to:

• Define criteria for the use of action planning as an HPT strategy.
• Design a systematic, credible action planning process using the sequence of activities provided.
• Analyze action plan data to measure financial and non-financial success indicators of a solution's value.
• Identify implementation issues in aligning action planning processes with organizational metrics.

Track: Analysis, Evaluation, and Measurement
LEVEL: INTERMEDIATE

HALF-DAY WORKSHOPS
Monday, April 30
1:00 - 5:00 pm

Developing and Sustaining Organizational
Change Management Capabilities
Dennis Dawson, Partner, and Timothy Rice, Partner, People & Performance Solutions, LLC
WORKSHOP CODE: WMO

Developing and sustaining organizational change management capabilities enables an organization to be resilient. This organizational resiliency allows the leadership team the flexibility to iteratively adjust the organization's business model in light of the ever-changing competitive marketplace. This workshop will interactively engage participants in the use of a blueprint that has been successfully implemented to assess, develop, transfer knowledge, and sustain organizational change management capabilities resulting in organizational resiliency.

Participants will be able to:

• Determine the most appropriate change management techniques, tools, and templates to utilize to effectively sustain change management capabilities (both leadership and organizational) by analyzing a case study.
• Develop a change plan that incorporates activities to address stakeholder impacts and embeds capability within the organization to sustain the change utilizing experiential knowledge and best practices.
• Evaluate change management tools, templates, and techniques and make the appropriate adjustments to maximize their effectiveness.

Track: Management of Organizational Performance
LEVEL: INTERMEDIATE

Beyond "1-800-Train Me"! Broadening Your Client's Perspective
Debra Tolsma, CPT, Manager, and Ken Dutkiewicz, CPT, Director,
Global Learning at Steelcase University, a division of Steelcase Inc.
WORKSHOP CODE: WMM

What the client asks for is not always what he or she needs. Giving clients what they want may make them feel good, but it does not meet our HPT objective--adding value as a strategic partner. This workshop offers the power of Gilbert's Behavioral Engineering Model (BEM), adapted to support needs analysis in a consulting engagement. You will learn a rigorous but reasonable process that will enable you to make sound recommendations to decision makers throughout your organization.

Participants will be able to:

• Conduct a dialog with leaders regarding factors that enable or inhibit individual and organizational performance.
• Engage leaders and employees in a structured line of inquiry to identify and clarify likely cause(s) of performance issues.
• Associate the category and nature of performance issues with appropriate and logical preliminary solution recommendations.
• Present organizational and individual performance summary for leaders, including potential and likely causes, prediction of impact on future operational effectiveness, and recommended resolution(s) for continuous improvement.

Track: Analysis, Evaluation, and Measurement
LEVEL: BEGINNING/INTERMEDIATE

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TWO-DAY CERTIFICATION WORKSHOP
Sunday, April 29 & Monday, April 30
8:30 am - 5:00 pm

CPT Certification Workshop: Preparing for the CPT
Judith A. Hale, CPT, PhD, Director of Certification, ISPI

Whether you work primarily in instructional design, technical documentation, process improvement, or performance consulting, this workshop will show you how the CPT 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 Certified Performance Technology (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.

Participants will be able to:

• 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, which is $1,195 for ISPI members and $1,395 for non-members.

Registration Information    |    Register Online

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To re-certify as a Certified Performance Technologist (CPT), two-day workshops meet the requirements for 12 CPT points, one-day workshops meet the requirements for 6 CPT points, and half-day workshops meet the requirements for 3 CPT points.  For more information on the CPT program, visit www.CertifiedPT.org.

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