Pent-up Profits: A Development Strategy that Actually WorksAre you achieving the bottom-line results that you want from your learning and organizational development investment? Pent-Up Profits breaks new ground in building a collaborative approach that strengthens relationships among business leaders to achieve bottom-line results through improved performance. It offers a holistic approach that includes all performance stakeholders, which goes upstream to identify and resolve hidden performance issues that are often misdiagnosed as managerial problems. If you want to link human performance projects to measurable business objectives, this book is a must-read. Pent-Up Profits is a relevant, credible, and 'bottom-line' rendering of challenges and solutions in regard to human performance development and organizational effectiveness. Furthermore, the author's engaging style, pertinent metaphors, and case examples make it an enjoyable read. One does not often find this combination in a technical book, but Michael Austin has accomplished it. It is clear that he knows what the real touchstones are in an organization, and his combination of process descriptions and job aids will be appealing to both managers and service providers. —John M. Keller, Ph.D., Professor of Educational Psychology & Learning Solutions, Florida State University |
Contents
Foreword | 11 |
Introduction | 15 |
Introduction to ResultsBased Development | 17 |
Preparing for the Handoff | 31 |
Prerequisite Learning Behaviors | 47 |
The Development Sailing Report | 71 |
The Performance Strategy | 91 |
STAGE 1Business Reasons | 113 |
STAGE 2 Supervisor Support | 131 |
STAGE 3 Training Relevant Skills | 151 |
STAGE 4 Supervisory FollowThrough | 187 |
The Journey | 203 |
Development Standards | 223 |
Index | 235 |
Common terms and phrases
ability able achieve analysis ARCS asked assess attention begin behaviors branch managers build business objectives CEOs checks chief learning officers coaching collaboration complete component conduct confidence cost course create defining discussion effective employees environment error example expectations Figure focus follow forecast functional leaders given goals identify implementing important improve influence interview involved issues knew learners lesson measure meeting ment methodologies monitor motivation negotiations occurs operations managers opportunities organizations performance strategy play practices productivity questions rates RBD process reduce references regarding relevance Report reps responsibilities results-based development role Rosie self-assessment self-paced senior skills solutions specific stage stakeholders standards step strategy success supervisor support Table target audience tasks things tions Todd trainers Training Barometer Zone