Learn how to use the Human Performance Improvement (HPI) process, a proven approach to improving performance, to help your stakeholders create bottom-line results.

Developed for participants new to instructional design or for those who want to gain a comprehensive skill set, this is the complete workshop for designing outcome-based training.

I often teach classes on improving human performance, leadership, and consulting on the inside. One thing I can state in all of these courses is that managers often treat their employees’...

First identified by Don Kirkpatrick in his seminal works on training evaluation, Level 1 evaluation helps an organization to assess participants' reactions to a learning event, facilitator,...

Sadly, when they receive a request for training, many instructional designers sit down at their computers, pull up a course that they think could be repurposed, and begin to “develop” the...

You have completed the training needs analysis. You have documented the results and confirmed with the business unit manager that training is indeed warranted, because you have confirmed a...

Training and development professionals are often told to stop being order takers. Here are 10 useful tips to help you find the real solution to a performance problem, so you don’t create...

Every learning and development professional will inevitably receive a request for training from a manager anxious to improve departmental performance. The manager calls and says, “I need a...

This is the fifth and final article in the Selecting and Implementing HPI Solutions blog series. Read Part 1, Part 2, Part 3, and Part 4. Clients expect the performance consultant to...

Following the formation of an influence hypothesis, the performance consultant’s task is to validate the many influences with the client/stakeholder, prioritize the influences, and match...