I am a certified performance technologist (CPT). What in the world does that mean? According to the International Society for Performance Improvement, a CPT has proven the ability to apply the ten competencies of human performance improvement in a way that makes a positive performance difference to an organization. Don’t worry, this post is not going to be a shameless self-promotion. I want to focus on my approach to performance improvement and how I’ve shifted my focus from ambition to investment.
First, an overview of the competencies of human performance improvement (HPI):
The 10 Standards of Performance Technology, which are based on four principles and following a systematic process to improve performance, ensure that the Certified Performance Technologist has conducted his or her work in a manner that includes the following:
- Focus on results and help clients focus on results.
- Look at situations systemically taking into consideration the larger context including competing pressures, resource constraints, and anticipated change.
- Add value in how you do the work and through the work itself.
- Utilize partnerships or collaborate with clients and other experts as required.
- Systematic assessment of the need or opportunity.
- Systematic analysis of the work and workplace to identify the cause or factors that limit performance.
- Systematic design of the solution or specification of the requirements of the solution.
- Systematic development of all or some of the solution and its elements.
- Systematic implementation of the solution.
- Systematic evaluation of the process and the results.
Performance improvement, when done with these standards in mind, can be a powerful tool in any organization. Any time an individual or work group applies a systematic, intentional process to making things better, the results can be like compounding interest in a savings account, leading to great gains over time. The practice of performance technology is a focused effort to innovate solutions to systemic challenges.
Why Your Approach to Performance Improvement Matters
I want to contrast ambition-based performance improvement and investment-based performance improvement.
The Merriam-Webster online dictionary gives three definitions for Ambition:
- an ardent desire for rank, fame, or power b: desire to achieve a particular end
- the object of ambition <her ambition is to start her own business>
- a desire for activity or exertion <felt sick and had no ambition>
All of these uses of the word ambition center around an individual trying to get his or her way. Ambition is self-promoting. The original usage applied to those going around town to solicit votes for election. So if I initiate a performance improvement effort from an ambitious mindset, I am first looking at my own rank, power, and ability to influence others to my way of thinking.
Investing, on the other hand, focuses on what I can give to another, making them the center of attention rather than myself. Here’s what Merriam-Webster provides as definitions for Invest:
- [Medieval Latin investire, from Latin, to clothe] a: to array in the symbols of office or honor b: to furnish with power or authority c: to grant someone control or authority over : vest
- to cover completely : envelop
- clothe, adorn
- [Middle French investir, from Old Italian investire, from Latin, to surround]: to surround with troops or ships so as to prevent escape or entry
- to endow with a quality : infuse
I like the picture that we get from the first usage above: to array in the symbols of office or honor. It ties to the idea of empowerment and equipping people with the tools and structures to succeed in their work. I am a strong believer in servant leadership, which fits perfectly with an investment-based performance improvement methodology.
Investment-based performance improvement has four distinct characteristics:
These 4 H’s, when used in conjunction with the competencies of performance technology, create an environment where individuals work collectively for the good of the organization while building one another up.
Let’s take a look at each of the characteristics.
We don’t talk much about humility in the workplace. Our western culture views humility as a weakness, something that gets in the way of ambition. Many view humility as unrealistic in the cut-throat world of the marketplace where it’s “eat or be eaten.” But humility is making a resurgence in the marketplace. Good guys (and gals) really can finish first.
Humility breaks down barriers of communication, disarms individuals from protecting their territory, and allows us to listen. When we are driven by ambition, we cannot hear what is being said because we are always looking to promote ourselves and our solutions. But with humility I can truly listen, truly desire to hear, and see where the insight emerges, even if it doesn’t originate with me.
It may seem odd to make humor a characteristic of investing, but it makes such a big difference that it warrants an honored place as an essential element in working with others toward common goals. When I say humor, I am not talking about sarcasm, jokes, or laughing at the mistakes or shortcomings of others. Instead, humor as an investment gives us perspective. It is the ability to look at a ridiculous situation and see it as it is – a case of human reality at its finest and most sublime.
Many of us have lost our sense of humor in the workplace. We have become cynics or comics, but have no good humor that allows things to slide. We are quickly offended, proud of our fast retorts, and use humor to tear others down to make ourselves look better. But humor as an investment intentionally laughs at challenges, sees the irony and chooses to smile instead of lash out, and promotes light-heartedness over criticism or caustic remarks.
Harmony embraces diversity, especially cognitive diversity where we bring together different perspectives, unique insights, and approaches to situations that may be foreign to our own experience or preference. Harmony as a performance investment looks to blend ideas from multiple sources into one beautiful arrangement that is infinitely more than anyone single individual could accomplish.
To create a harmonious workplace requires that we look at each individual and learn to appreciate what they bring to the party. We have a tendency within our human nature to look for homogeneity – we immediately seek out those who are like us. It makes us feel comfortable, part of the group. But diversity is all around us, and we must promote harmony through building rapport with those who see things differently, looking for areas of agreement, but mostly striving to appreciate their point of view and working to integrate the best from all sources.
The final characteristic of investment-based performance improvement is honor. Honor and harmony are kindred spirits, since honoring someone can lead to harmony. But I keep honor as a distinct characteristic because of its importance as a mindset toward other people. Honor has to do with “a showing of usually merited respect.” When we honor someone, we hold them in high regard. We see them as a person of value, worthy of investment.
In another sense of the word, we consider it an honor to work with certain people, or to be recognized by them. When it comes to investing in someone else, to make their ability to perform at their peak level, we should consider it an honor. That person may be on a different level in a corporate hierarchy, but if we choose to see it as a privilege to assist them in their success, our ambition takes a back seat.
Investment-based performance improvement, using the 4 H’s as the philosophical starting point, sparks a positive change in the workplace. Whether a certified performance technologist, a supervisor working with a team of customer service reps, or vice president of national sales, you are making an investment in the lives of others. Ambition has its place, but when our ambition centers on our own power, glory, and advancement we quickly become blind to how investing in the performance of others raises all of us to a higher level. When you raise others up, you go a little higher yourself, but then you realize that isn’t really what it’s all about after all.
For more about Human Performance Technology and the Certified Performance Technologist designation, visit the International Society for Performance Improvement (ISPI). If you decide to join, make sure you list me as the one who referred you!
Fundamentals of Performance Improvement: A Guide to Improving People, Process, and Performance