Roger Kaufman Explains HPT and PI at the Crossroads

Image of business professional standing on a road facing a split to two roads (the crossroads)


In this succinct blog, Roger Kaufman makes it clear: professionals in the training field (or if you prefer, learning & development or talent development – it’s all the same) need to keep the overall system in mind when designing and developing solutions. Kaufman goes further by explaining that associations, specifically ISPI, ATD, and SHRM, have a duty to guide and develop members (and guests) to expand their focus:

So, how does this affect ISPI, ATD, SHRM and others in the performance improvement business? For them to survive and contribute, it is vital that they and their members expand their scope to go from the focus of “how” to also include and align “what” and “why.”

Kaufman explains this with a Titanic metaphor that gets his point across to readers.


Check out this worthwhile blog in PerformanceXpress:

HPT Video: Bill Wiggenhorn

Bill Wiggenhorn

Bill hired me, Guy Wallace, at MTEC – Motorola’s Training & Education Center in April 1981. It had to do directly with my use of the Rummler name on my resume.

Years after I left in the fall of 1982 that MTEC organization became Motorola University and itself became associated with the creation and dissemination of Six Sigma – which also relates to the Rummler name.

I worked for Bill from April 1981 until November 1982 when I joined Ray Svenson’s firm, where my wife also worked, as Bill had suggested THAT to Ray a year earlier.

A couple of months ago I reached out to Bill about doing one of these HPT Videos – and he accepted.

And I must say – THIS is one of the best video interviews I’ve done – not because of me of course – and it is one of the first that I would recommend to others as a starting point for viewing some or all of the 92 videos in my collection.


This video is 91:50 minutes in length.

More About Bill Wiggenhorn

Bill Wiggenhorn is an internationally sought-after expert in training and development, executive and leadership development, e-learning, marketing, and business strategy.

As chief learning officer at Motorola for 20+ years, starting in 1981, Bill Wiggenhorn established the benchmark corporate university. He expanded Motorola University (MU) to 101 education centers in 25 countries, building partnerships with universities, governments, and companies across geographic and political divides.

Wiggenhorn also has served as a senior learning and development executive at Xerox before Motorola, and chief learning officer at Cigna afterwards. He has consulted to clients representing industry, government, and not-for-profit organizations in 60 countries for the past 15 years at his current firm.

Currently, Bill is a principal at Main Captiva, a consulting firm that provides project management services. His focus is on executive development and talent management, custom-building solutions for his clients.

Bill Wiggenhorn holds bachelor’s and master’s degrees from the University of Dayton.

In 2013 ASTD, now ATD, awarded Bill a Lifetime Achievement Award. He has also received the McKinsey Award for the best article in the Harvard Business Review, “When Training Becomes an Education” from 1990.

He also sits on some Boards, including:

·      the ASTD Council of Governors,

·      Chairman of the Board of Directors of the Educational Testing Service,

·      the Emory University Business School Advisory Board,

·      the University of Tennessee Business School,

·      the Villanova University Engineering School Board,

·      the Institute for Work and the Economy at Northern Illinois University,

·      the Center for Creative Leadership Board of Governors,

·      the Rochester Institute of Technology President’s Council,

·      the USA National Commission on Education and The Economy,

·      and the Board of Directors of Smarter Solutions: an education company focused on improving quality in the work environment.

See the video for 2 additional boards that he serves on.

I included Bill in My First Friday Favorite Gurus back in December 2013 – read that here.

Check out Bill’s company website for Main Captivahere.

My HPT Video Series

The HPT Practitioner and HPT Legacy Video Series was started by Guy W. Wallace in 2008 as a means of sharing the diversity of HPT Practitioners, and the diversity of HPT Practices in the workplace and in academia.

The full set of videos are on YouTube and the index to them all and links to YouTube may be found  – here. There are now over 90 videos in my collection.


HPT – Human Performance Technology – is the application of science – the “technology” part – for Performance Improvement. As the late Don Tosti noted, “All performance is a human endeavor.”

Whether your label for HPT is that, or Performance Improvement or Human Performance Improvement, it is all about Evidence Based Practices for Performance Improvement at the Individual level, the Team level, the Process level, the Department level, the Functional level, the Enterprise level, and at the level of Society/World.

HPT Practitioners operate at all of these levels, as this Video Series clearly demonstrates.


Although ISPI – the International Society for Performance Improvement is the home of many HPT Practitioners – the concepts, models, methods, tools and techniques are not limited to any one professional affinity group or professional label.

ISPI just happens to be where I learned about HPT – and has been my professional home since 1979.

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Book: The Trusted Advisor – by David H. Maister

Twitter book recommendation from Rose Baker yesterday at the ongoing ISPI Conference…

The Trusted Advisor

High-Level Thoughts

Extremely useful if you do any kind of advice-work, like consulting, freelancing, or working on an agency.

Summary Notes

You don’t get the chance to employ advisory skills until you can get someone to trust you enough to share their problems with you.


See more about this book at:

But Wait! There’s More!

And check out all of the detailed book review notes (200+) from Nathaniel Eliason – here:

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Chevalier’s Performance Analysis Worksheet

Sometimes, when figuring out what’s working and what’s not, a visual way to see the results from a system’s point of view would be a big help.

The late Dr. Roger Chevalier created a worksheet for analyzing performance issues that does just that. He’s given us a blank worksheet and an example of one filled out so that we can see how to use it.

While the worksheet fits on only one page, it takes some expertise and a careful review of the current state of performance to fill it out. Let’s take a look.

At the top of the worksheet, you write the current and desired states in condensed descriptions and add a reasonable goal to aim toward. Note that the goal in the example is measurable.

Then you look at performance factors. Roger’s list of factors is similar to those included in other HPT system models. What he’s done here is to combine Kurt Lewin’s force field analysis with HPT performance factors (your favorite factors may vary).

One thing I especially like about the sample that Roger provided is that you can clearly show a range of driving and restraining forces for each factor. What’s working and not working usually varies across an organization.

We don’t have directions from Roger for using his worksheet, but you can easily find descriptions of and directions for doing force field analyses for creating change via a Google search.

In general:

  1. Note the forces supporting and working against the change.
  2. Rate the strength of the forces for the present situation. You’ll want to use actual data for this vs. intuition whenever possible.
  3. Consider how to reduce or remove the restraining forces (obstacles to change) and how to strengthen or improve the positive forces. 

Once you’ve done your analysis, create a plan to reach the goal you specified earlier. Keep in mind that some performance factors are easier to influence than others. For example, adding information that people lack is almost always easier than training people to do something new.

Anyway, this approach is worth a try when analyzing a performance issue. Using a visual way to quantify the variables in performance factors for a given situation may be an excellent way to communicate to various stakeholders when sharing your findings, as well.

2011 Harold Stolovitch’s HPT Legacy Interview


From World-renowned to the evolving, Guy Wallace has captured multiple videos of professionals who focus their time and energy to improve human performance. As technologists (by definition), they apply scientific knowledge to practical purposes. They leverage evidence-based models, processes, techniques, and tools to improve how humans perform in complex systems.

Enter Harold Stolovitch. In 2011, Guy Wallace captured Stolovitch in this 2011 legacy interview. During the interview, Stolovitch explains what differentiates scientists from those who apply scientific knowledge for improving human performance:

…the scientist works with a microscope delving ever more deeply into narrower and more narrowly defined areas so that they can control what’s going on in order to understand the fundamentals. We, in our field, use the macroscope. In other words, it’s like a big, big lens that tries to look at everything and see all the components. So, when I said that I’m interested in everything, it’s because the smallest things can throw us off…that systems view [is about] how all the elements work together to produce an outcome.

Later, he shares his love of discovering how ordinary people achieve the extraordinary:

…looking at what makes the difference between people in the same system are able to do extraordinary things [and those who don’t] …what I have found that they’re often ordinary people but have found ways to use all the elements within the system to get incredibly wonderful outcomes. I’ve had the opportunity to work in a number of different environments – whether it’s coffee shops like the Starbucks type of coffee shop environment or automotive dealerships or within the military or within healthcare or finance – what is it that give the exemplary performers that edge [and] what can we learn that we can feed back into the system. That means that, very often, the variables come from all over the place and putting them together is kind of interesting.


This interview is brilliant and worth watching:

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Clive Shepherd Video: How Do Modern Workers Learn

Clive Shepherd takes a look at research conducted by Towards Maturity (in 2018) that looks at the preferences of more than 10,000 learners. The research provides some fantastic insights into the modern learner and dispels a number of myths.

Check out the research at:

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