The International Association for People and Performance Development (IAPPD) is a fast-growing network of performance improvement specialists. I had the distinct pleasure to be invited to present at their MENA Conference (Middle East Northern Africa) and to have the chance to improve my perspective on how things work in the world.
I framed up most of my program, which will include a morning program using our new Square Wheels LEGO tools for improving communications with a focus on ownership and engagement. I am going to model some different facilitation approaches to involving and engaging people for workplace improvement and the identification of issues and opportunities for change.
Watch a 50 second video here and click on the poster image below to go to the conference registration site:
My afternoon session will build on teamwork, alignment and collaboration as we use our team building exercise, The Search for The Lost Dutchman’s Gold Mine, as a tool for organizational improvement. You can click on the link above and see a short video about the exercise.
We’re expecting a large turnout and also inviting people to bring teams from their organizations to make the day into a real organizational development workshop. I’ll be embedding the train-the-trainer into the Square Wheels and also be available to do any instructional training for people interested in buying and running the Dutchman program themselves.
Jordan will be my 41st country to visit and I am looking forward to the trip and the workshops,
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Connect with Scott on Google+ – you can reach Scott at email@example.com
Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.
Square Wheels are a trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group
I like to keep performance management simple:
1) Communicate Expectations
2) Coach for Success
3) Recognize Results
Do this as often as possible (even daily!) and annual performance reviews will be painless.
Our company, http://www.HumanResources.Pro, developed our own performance management SaaS for this:
Perfecting Employee Performance (PEP). It’s cloud-based, intuitive, and the PEPTalk feature facilitates those frequent conversations. See what I’m talking about at http://www.pephr.com