Discussion Questions and Summary
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Steps for Transforming to an HPI Practitioner The remainder of this chapter is designed to help you successfully make the transformation from whatever it is that you do now, to a HPI practitioner by using the following three-step process:
1. Assess your competencies 2. Plan for your development 3. Take action
Step 1: Assess Your CompetenciesStep 1: Assess Your Competencies
The new role of an HPI practitioner is quite different from that of a traditional trainer who designs and/or delivers classroom-based instruction. This transformation will not occur any more rapidly for individuals than for organizations. The timeline to get there will depend on your current level of competence and experience. You may have a gut feeling for your readiness for this new role from reading earlier chapters in this book. While there is much need for “trusting your gut” in this field, true success is realized when decisions are derived from good, solid data.
With that in mind, an HPI competency assessment tool and instructions for completing the assessment tool can be found in Appendix II. The instrument contains the 40 competencies of the HPI field, as they were identified in ASTD Models for Human Performance Improvement (1996). There is a six-point scale for identifying your current level of expertise for each one.
It is recommended that you not only complete the assessment for yourself but also that you make several copies of the assessment tool and seek input from managers, peers, and direct reports (if applicable). If you are currently an external consultant, you may choose to have past or current clients complete an assessment for you. The feedback you derive from having others give you input on your current competency levels will help you identify your strengths and areas requiring improvement.
Step 2: Plan for Your DevelopmentStep 2: Plan for Your Development
Armed with the results of the competency assessment, you can then identify ways to build your competencies. Appendix III contains a resource guide for the competencies associated with HPI. There you will also find a partial listing of graduate degree programs that will help you develop many of the competencies listed in ASTD Models for Human Performance Improvement. You will also find comprehensive HPI development options. In addition, each of the 40 competencies from ASTD Models for Human Performance Improvement is listed. For each competency area, you will find:
Recommended readings: Current publications that will provide knowledge and the foundation for skill development for the competency Workshops: Publicly offered workshops that will help to development the competency Self-study options: Nonclassroom training solutions, including self-study text, video, audio, computer-based training (CBT), and CD-ROM Other development opportunities: A list of nontraditional ways to develop the competency
Armed with these resources, you will be able to begin identifying the optimal development path for yourself. It could be attending conferences and workshops, getting involved with cross-functional teams, receiving coaching from an experienced HPI practitioner, and/or sharing best practices with others in the
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field. Many factors—including time, cost, and learning preference—will go into deciding your overall
development plan. You will need to determine the following:
What are your individual development priorities? Consider such issues as the size of your skill gap, organizational needs, and personal interests. What is your time frame for development? How much do you need to achieve? By when? What are the most likely barriers to the successful completion of your development plan? (Think about cost, time, or lack of support.) How can you overcome them? What are your learning preferences? Who can support your development effort (manager, coach, spouse, etc.)? What does success look like? What opportunities exist in the workplace to demonstrate new or existing competencies?
Whatever format you decide upon, the development plan should be formalized in writing (paper or electronic), and should include the following elements:
Competencies to be developed Method for development Target date On-the-job practice opportunity