Video 1- What is "Human Performance"?
Whether it be Six Sigma, LEAN, Safety Culture, Just Culture, or High Reliability, what lies at the core of every effort to improve organizational performance? Human Performance. In this video, Tim Autrey develops a simple definition for “human performance” which is: “Why we do what we do the way we do it.” By identifying the specific elements inherent within this definition, this video lays the foundation for taking any performance improvement effort to its next level.
Video 2 – How are your metrics [actually] Influencing Human Performance?
Metrics are important. W. Edwards Deming taught us that what gets measured gets improved. Technology has certainly fueled the “more is better” philosophy when it comes to metrics and indicators. At some point, however, it becomes [very] appropriate for you to question whether “more” is truly better. When does the cost of acquiring, processing, and analyzing the data exceed the return of value that it provides? In addition, might some indicators (and the way you are displaying them) result in unintended consequences when it comes to human behaviors and human performance? These are the questions considered by Tim Autrey in this video.
Video 3 – What about all of the other things we’re [already] doing?
When considering efforts to enhance human performance, it is wise to consider how such a focus will impact other improvement efforts you may already have underway- efforts such as personnel and process safety, six sigma, LEAN, quality improvement, high reliability, human error reduction, safety culture, just culture, etc. In reality, there is one thing that every one of these efforts has in common- people. In this video, Tim Autrey discusses how a focus on human behavior supports and reinforces every good thing you are already doing.
Video 4 – How can you get workers to do the “right thing” at 3:00AM when no one else is watching?
How can you get workers to do the “right” thing…even when no one else is watching? The reality is, the only way people are going to do anything when no one else is around is if they…want to. Tim Autrey highlights how to leverage this critical aspect of human nature to promote right and safe behaviors.
Video 5 – What’s wrong with demanding compliance?
The “old school” approach of demanding things, of “do this because I said so because I’m the boss,” can never and will never result in sustainable performance improvement. So many organizations, still actively engaged in demanding compliance, remain confused as to why the members of their organization resist efforts to improve. Push on someone, and its simple human nature for them to push back. The key is to influence behaviors in a manner that develops a culture of desire. In this video, Tim Autrey discusses how to achieve worker behaviors that exceed expectations, and do so in a manner that generates sustainable results.
Video 6 – What results can I expect if I focus on Human Performance
A focus on human performance underscores and reinforces any other good things you may already be doing to improve performance. In this video, Tim Autrey highlights results that have been achieved through a focus on human performance.
Video 7 – How do we show / demonstrate ROI?
Major resistance toward investing time, energy and resources directly toward the reduction of human error / enhancement of human performance often exists for two reasons: (1) there is no real understanding of how much human error is currently costing an organization, and (2) looking forward, if errors are reduced, how do you place a dollar value on something that doesn’t happen? In this video, Tim Autrey introduces the Cost of Error Calculator, a tool that uses readily available data for accurately calculating how much human error is currently costing your organization. Part II of the Calculator can then be used to determine your Return on Investment (ROI) for any efforts to improve, affording the opportunity to make a business case for moving forward.
Video 8 – How can I increase my ability to influence behaviors?
There is a very powerful model that has been used throughout history for influencing the behaviors of people. While the underlying psychology is quite complex, the strategy and use of this technique can be easily understood and mastered. In this video, Tim Autrey introduces the Individual Performance Model™. Once you understand the model and master its use, you can get another human being to do virtually anything you want them to do.
Video 9 – How can I get leadership support?
A survey recently completed by the Practicing Perfection Institute, Inc. revealed that gaining leadership understanding and support is the greatest current challenge of those tasked with performance improvement within organizations. Interestingly, it was more than double that of the next closest challenges identified. In this video, Tim Autrey discusses how to generate leadership support for initiatives to improve performance.
Video 10 – How can I get worker buy-in?
A survey recently made available to nearly 5,000 performance improvement professionals by the Practicing Perfection Institute, Inc. asked one simple question: “What is your greatest current challenge to improving [performance] within your organization? The second-highest cited issue was- getting worker buy-in. In reality, generating worker enthusiasm and support is much easier than most could imagine…when the proper approach is used. In this video, Tim Autrey discusses how the “old school approach” of demanding compliance is precisely NOT the way to generate worker support, and provides a simple effective alternative.
Video 11 – How can I get contractors to work to our standards?
Video 12 – What’s wrong with “pursuing excellence”?
The term “excellence”, while a great concept, is essentially undefined. By putting efforts into “Operational Excellence” and the “Pursuit of Excellence”, organizations are not providing workers with anything tangible to work toward, and are ultimately causing confusion. Confusion generates resistance because a confused mind says “NO”. In addition, adding the word “pursuing” or “pursuit” is the same as using the word “try”, which ultimately implies little (if any) true commitment. What should you use instead? Tim Autrey offers a much more tangible, definable, and ultimately powerful alternative in this video.
Video 13 – How can I get workers to be more accountable?
You cannot hold another person accountable. Accountability is internal. This being so, how can you get workers to be more accountable? In this video, Tim Autrey identifies the steps you must take to draw a ‘line in the sand’ and generate exceptional levels of accountability within your organization.
Video 14 – How can I get employees to accept responsibility for their own safety and for the safety of their co-workers?
Workers already genuinely care about their safety and the safety of their co-workers. This being so, why is there a perception that they don’t? Further, why do accidents continue to happen, and what can be done to virtually eliminate the potential for serious injury on the job? In this video, Tim Autrey details how moving from a culture of ‘compliance’ to a culture of ‘desire’ lays the foundation for next-level worker behavior in all areas, and introduces four simple tools, which when used uncompromisingly, virtually eliminate the potential for worker injury caused by human error.
Video 15 – Managing Risk: Safety is NOT Your Top Priority!
Safety (defined) is- freedom from risk or harm. Ever wonder why workers often scoff at the idea that safety is your company’s “top priority”? In truth, it’s because safety is NOT your top priority. If safety was your top priority, you would be doing the safest thing possible, which is…nothing! Of course, if you did nothing, your organization wouldn’t have reason to exist. Referring to safety as your “top priority” causes confusion, resistance, and even resentment on the front line. What’s a good alternative? This is what Tim Autrey explains in this video.
Video 16 – How can I better understand (and objectively determine) culpability?
When is a worker “blameworthy” in the face of human error? What other factors should be considered? When is it appropriate to extend consideration of culpability to supervision, management, or aspects of your organization? In this video, Tim Autrey provides insight into the Culpability Decision Tree, including an offer for free download of a state-of-the-art Decision Tree Tool and associated user guidance.
Video 17 – Leadership, management, and supervision- how [should] it all fit together?
What are the true roles of “leadership”, “management”, and “supervision”, and how should they be synchronized to create a symphony of aligned effectiveness? These are the questions answered by Tim Autrey in this video. In addition, Tim highlights the “linchpin” of your organization (your front line supervisor) using data from the Accident Propensity Model. He also introduces a new definition of what it means to be a “leader”.
Video 18 – Who do you work for?
If you are at any level above the “front line” within your organization, chances are good that you do not do anything that directly generates revenue. This being so, who do you really work for? In this video, Tim Autrey lays out a mindset and a strategic approach, which when employed, will greatly multiply your effectiveness as a leader at any level within your organization.
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