"The significant problems of our time cannot be solved by the same level of thinking that created them."

-Albert Einstein


a Next Generation approach to Performance


Leave A Reply (5 comments so far)

  1. Thomas Burek
    2 years ago

    This is the kind of document that is needed to allow those of us in the field a means to communicate to our upper leadership and the front line workers the goals in Human Performance we wish to achieve. It spells out things quickly and in an almost ‘Executive Summary’ way the key points that we can convey both up and down the company lines.

    I have been in the industry for many years starting in the US Navy Nuclear Power Program, then to commercial nuclear power plants and now in the management of the bulk electric power grid. During that time I have seen or heard, and been subject to most of the Human Performance programs that Tim Autrey explains in this paper and he did a great job of showing the evolution, connection, and impact each of these had on the field of Human Performance and on each other.
    Thank You.

  2. Roger
    2 years ago

    The entire spectrum of performance improvement study and initiatives has included a lots of wonderful pieces, but no holistic approach. It is often very scientific, full of data and measurement, yet devoid of heart/passion and a unifying pattern. Since much of the PI movement had its roots in the industrial revolution it tends to have a mechanistic bias. We are very good at analysis and looking at all of the parts but unable to see a new picture of how it comes together in a whole. While a mechanistic bias works great on machines, human organizational cultures are anything but. Yet we’ve tried to approach culture in a linear mechanistic way as well. One of the reasons Einstein had such a profound impact on physics and the world is because he could translate very complex theories and ideas in clear simple pictures or models people could grasp. In this report Tim Autrey has a masterful weaving job, helping us see a new picture of PI which is holistic.The model he shares is organic, alive, dynamic and constantly shifting—not mechanical. Since organizational cultures are made of of alive dynamic humans,does it not make more sense to approach changing culture by employing a dynamic organic model?

  3. Corrina
    2 years ago

    Succinct and simple read highlighting how to quickly get to the next level of performance improvement. If you are struggling, seeing the same undesirable results after multiple program efforts or policy changes, then this report is for you.

  4. Ritu
    2 years ago

    WOW this is brilliant!! This SPECIAL REPORT is very timely!! This is ONE REPORT that you don’t want to miss, especially if you are pursuing or leading a performance improvement effort in your current work/role. Thank you Tim for sharing your insights and an outstanding and easy to read report!

  5. Stacey Hefner
    2 years ago

    As the Utility Director for the Practicing Perfection Institute, I can say “fist hand” that this approach works! Not only did I watch it transform the culture of my former organization (how I met Tim Autrey 11 years ago) but when I jumped on board to join the vision of Event-Free, World-Wide, One Life at A Time at the Practicing Perfection Institute, I’ve watched it transform culture, after culture, after culture for the past eight years. This is simplicity on the far side of complexity as Oliver Wendell Holmes said so perfectly. People get this, not only that, they use it and when they use it, your organization experiences long-term sustainable performance improvement. It’s a win, win!