ISPI Performance Digest
May. 8, 2012

Not hitting your targets? 3 reasons to blame processes, not people
Most organizations set performance targets or quotas for departments or individuals to meet. When reporting time comes (every quarter, every month or at some other regular interval), departments typically get together and review the results for the period. Managers usually ask how the team can do better, what the team can change and why they think the results were what they were. Michael Bremer, president of the Cumberland Group and the executive director of Chicagoland Lean Enterprise Consortium, suggests another approach to improving performance: Focus on the process, not on the people.More

5 ways to run better virtual meetings
Harvard Business Review
Anyone who has sat in enough teleconferences has experienced a special kind of meeting hell. The discussion drifts and sags until, to try to get things back on track, the facilitator says, "John, what do you think about the proposed initiative?" Then, after an awkwardly long pause, John responds with: "Oh, sorry, what was the question again?" But when conducted properly, teleconferences can be both efficient and effective — even more so than face-to-face meetings.More

Report: Employers rely on outdated methods to train staff
AP Business Contacts
The "CIPD/Cornerstone OnDemand Learning and Talent Development Survey 2012" has found traditional methods of workplace learning are considered among the least effective ways to up-skill employees — but still dominate many learning and development programs. When asked what methods are most likely to work, most learning and development professionals pointed towards training that is integrated into the normal course of a job.More

A new organizational learning goal: The accrual of awareness
In this video, Toby Daniels, co-founder of Social Media Week — the global, multicity conference — discusses the subject of cross-functional collaboration and how this is affecting the future of how people learn. Companies have found that regardless of institutional learning, new employees have to keep learning when they join. And they need the contextual specifics they encounter in the company. More

The education of high-performance managers
IT in Canada
Given the budgetary challenges facing most government organizations, the use of performance management techniques is expected to become even more important in the future. Yet few managers receive formal training in the use of organizational performance management tools and techniques. Courses on the topic are available from private-sector providers, but the majority of business schools do not integrate the teaching of organizational performance management methods into their management education curriculum. More

Why candid feedback might not occur
Achieving continuous improvement in a process is easy when you're dealing with inanimate objects. If you spend less money or stop wasting raw material they won't get upset or complain of hurt feelings. But when it comes to giving negative feedback to a fellow employee, many people sugarcoat the message — the rationale being that no one wants to be the bearer of bad news. But new research explores whether we're really protecting their feelings — or our own.More

ACCORD builds skills for utility workforce
Building and enhancing specific skill sets is important to a robust and stable economy, officials said during the first ACCORD Community Development Awards in Long Beach, Calif. ACCORD — Advanced Center for Community Opportunity Resources and Development — is a nonprofit in downtown Long Beach that was formed in 2006 to help foster workforce development.More