Fingertip Knowledge - Electronic Performance Support Systems

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O/E Learning and LearningGuide co-facilitated this workshop at the Corporate University Week in November 2008. During the three-hour workshop, participants learned how to design and develop “point-of-need” self-instruction for an EPSS via blended, experiential, and hands-on learning methodologies.

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How Do You Know It’s Performance Support?

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Research Institute of America Retention and Performance Challenge

How Does Performance Support Help? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

When Is an EPSS the Right Solution? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

EPSS Levels Types of EPSS | Deborah Alpert Sleight | Michigan State University

Steps to Developing an EPSS Learning from EPSS | Roberta A. Rupel

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Thank You Brian Makowski O/E Learning, Inc. [email_address] 1-248-816-4435 1-800-833-8204 ext. 4435 Kelly Condron O/E Learning, Inc. [email_address] 1-248-816-5884 1-800-833-8204 ext. 5884 John Deligiannis LearningGuide Solutions USA [email_address] 1-312-994-2337

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Running Head: FINAL REPORT 1 FINAL REPORT 3 Title Name Class Professor Date Title Introduction References 88 VIRTUAL TEAM SUCCESS So why don’t leaders deal with performance issues? One of the most common reasons leaders fail to hold team members accountable is that they don’t effectively communicate expectations — or for that matter, what ‘‘good’’ behaviors or deliverables even look like. In addition, when leading a team of people who are geographically distributed, timely feedback also poses a challenge. Time zone differences or infrequent contact can increase the ‘‘lag time’’ between when the problem occurs, when the leader becomes aware of the problem, and when the opportunity to provide feedback arises. Conflict avoidance is another reason. Many leaders would rather attempt to wait out a problem than risk getting into a potentially contentious conversation with a team member. And dealing with poor performers is particularly difficult when you can’t regularly observe your team members. How can virtual team leaders regularly monitor team members’ work when they have limited or no physical contact? To make matters worse, how can a virtual team leader provide timely feedback and/or hold team members accountable when leading a team whose members do not report directly to him or her? Raygen Company Slump: How Would You Handle It? Before we introduce the factors that separate the best virtual team leaders from the rest of the pack and provide some practical tips for enhancing your effectiveness, take a few minutes to assess how you would deal with a virtual team that is having performance problems. Read the following case study and think about how you would handle it. Write down how you would approach each situation. After you complete that process, use the scoring guidelines to evaluate how you did. Then when you’ve reviewed the tips and guidelines for leading from a distance, revisit the case study to determine what you might do differently. Lepsinger, R. D. D. (2010). Virtual Team Success. Hoboken: Center for Creative Leadership. Retrieved from http://ebookcentral.proquest.com/lib/apus/detail.action?docID=589145 Created from apus on 2017-03-09 19:28:25. C o p yr ig h t © 2 0 1 0 . C e n te r fo r C re a tiv e L e a d e rs h ip . A ll ri g h ts r e se rv e d . How to Lead Virtual Teams 89 Case Study: Raygen Company Raygen Company is a global professional services firm that pro- vides consulting services to its clients. One key to Raygen’s success is its innovative marketing strategies. Three years ago, the SVP of marketing formed a cross- functional virtual team made up of ten geographically dispersed employees from marketing, sales, consulting, and finance. Throughout this three-year period, the team was extremely successful in generating and implementing new marketing strategies. However, it appears as though the team has hit a plateau in terms of its performance. Both the quality and ...

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Fingertip Knowledge - Electronic Performance Support Systems

2. Agenda

3. Is It Performance Support?

4. How Do You Know It’s Performance Support?

6. Information Overload

7. What Do You Need to Know?

8. What Do You Need to Know?

9. What Do You Need to Know?

10.

11. Addressing the Moment of Need

12. Find Information When You Need It

13. Performance Support vs. Instruction

14. Research Institute of America Retention and Performance Challenge

15. How Does Performance Support Help? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

16. How Does Performance Support Help? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

17. How Does Performance Support Help? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

18. How Does Performance Support Help? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

19. Let’s Compare These Learning Solutions

20. When Is an EPSS the Right Solution? Job Aids & Performance Support | Allison Rossett & Lisa Schafer

21. EPSS Levels Types of EPSS | Deborah Alpert Sleight | Michigan State University

22. Designing a Great EPSS!

23. Steps to Developing an EPSS Learning from EPSS | Roberta A. Rupel

24. Steps to Developing an EPSS Learning from EPSS | Roberta A. Rupel

25. Steps to Developing an EPSS Learning from EPSS | Roberta A. Rupel

26. Steps to Developing an EPSS Learning from EPSS | Roberta A. Rupel

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28.

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32.

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