George Limin Gu (顾立民), Co-founder, Improvement Consulting (改进咨询), and his team shares with us the first 10 of 50 video interviews of his series, TMStalk. George facilities remarkable interviews with talent development and HPT professionals.
The leaders of tomorrow are going to have to have very different skills. They are going to have to be very focused on the mission-critical roles, but they also need to think about creating value through an ecosystem…The leader is going to have to pay attention to the organization both globally as well as locally.
Elaine Biech
Time: 1 hour | 14 minutes | 12 seconds
The word, need, got co-opeted by Abraham Maslow when he talked about his Hierarchy of Needs. He and I had an interesting conversation. I said, “Abe, you don’t have a hierarchy of needs…You have a hierarchy of motivators.
Dr. Roger Kaufman
Time: 59 minutes | 36 seconds
We could probably take a lecture-based program and reduce the time it takes to deliver it by 30% by putting participation in it. A lot of times, people make the argument: “well, I can’t let people participate because I have too much to cover.”…Is the goal covering everything, or is the goal to building competency so that they are doing things differently when they go back on the job.
Bob Pike
Time: 1 hour | 41 minutes | 24 seconds
Level 3 is hard work…and also, it brings up unfavorable data sometimes, and sometimes senior leaders are saying, “You’re making me look bad.”…We believe that evaluation has to be about the truth, uncovering what’s working and what isn’t for the sole purpose of making improvements, but not to make people look bad.
Dr. James Kirkpatrick
Time: 1 hour | 34 minutes | 18 seconds
Most of the [HPT-related] models have similarities, and guess what? The similarities are RSVP [Focus on Results, Take a Systems viewpoint, Add Value, and Establish Partnerships]…All models are useful, and all models are wrong. They all have context…they all have their flaws.
Dr. Roger Addison
Time: 1 hour | 26 minutes | 52 seconds
When the Society, ISPI, promotes HPT, they need to present it as something that is more holistic – more of the systems view, and more of all the variables, not just knowledge and skills. And not just the “human,” because the human has to work the environment. You can dig a canal using a shovel or a bulldozer. What tools do we have for the people so that they can do a better job – a higher quality job at a lower cost? We need to have the broadest view. Otherwise, we are going to help our client invest money in the wrong things.
Guy Wallace
Time: 1 hour | 38 minutes | 40 seconds
If we want to go into a culture, understand the values in that culture, and then look at jobs, processes, or teams and look at their performance in detail…, we can actually tweak the expectations for parts of any person’s job or process to drive those values in the organization. I think that the integration of cultural values…is becoming more and more important, and I think we are having to take that into account.
Dr. Carl Binder
Time: 1 hour | 49 minutes | 25 seconds
If you train people wrong, you could make them less knowledgeable after training about that topic than they were before they started. I showed evidence from 70 different studies where bad training actually produce people who knew less. Their post-test was lower, significantly, than their pre-test in the training…This, to me, is an argument for being very careful when we train because we think we can’t do any damage, but in fact, we can. Because we don’t carefully measure what people are able to do before and after, we don’t know when it happens.
Dr. Richard Clark
Time: 1 hour | 52 minutes | 59 seconds
The corporate university has to be seen as an asset of the company, just like your R&D labs are an asset, that you would deploy with your strategy forward. The university is also your link, as a company, to this formal universities in your country, which are part of your supply chain of talent. It gives you a way to communicate and test things with the engineering schools and business schools…It also gives you a way to impact the curriculum of some of these institutions so that they are more aligned to what business needs rather than academic research.
Bill Wiggenhorn
Time: 1 hour | 17 minutes | 02 seconds
From the environment, we get words, sounds, visuals coming into our memory. Then the working memory processes it, hopefully to be stored in long-term memory. It’s very important that we can retrieve that at a later point. Sometimes, we’re going to bypass memory – like YouTube. I don’t really care to learn everything about a repair, but I could just watch that thing, and I can go do it. Tomorrow, I probably couldn’t do it again. [The video] is just a performance support at the time. But that’s also a form of learning. It’s more temporary. Maybe you don’t keep it in your long-term memory.
Dr. Ruth Clark
Time: 1 hour | 13 minutes | 14 seconds
