The Spiral HPI Framework Meets Agile
This concurrent session will use presentation and interactive discussion to combine a Human Performance Improvement Spiral Framework with Agile development and management in a session for intermediate to expert practitioners.
Organizations increasingly use Agile development and project management (often in software development) to create quick effective performance solutions. These Agile approaches rely on iterations of work that successively refine a product. Agile can lend itself to the Spiral Human Performance Improvement (HPI) framework, which attempts to capture what is happening in savvy practitioners’ heads as they move through the performance improvement process in a messy and chaotic real world. Using this framework, practitioners can make valued contributions to Agile projects and can also leverage the characteristic advantages of speed and value from Agile into the overall HPI process.
- Describe key components of Agile.
- Describe key components of the Spiral HPI Framework.
- Describe how to use the Agile principles to speed valued outcomes to clients while
engaging in the HPI process.
Dr. Anthony Marker
Professor and Chair of Organizational Performance and Workplace Learning, Boise State University
Tony comes from a military and industry background, having worked as a business consultant examining obstacles to effective human performance in the workplace. Tony is a Leadership in Energy and Environmental Design Accredited Professional (LEED AP) and teaches graduate courses in improving human performance in the workplace, the design of sustainable business processes, change management, and systems thinking. Tony has been making national and international presentations for over 20 years.
Dr. Steve Villachica
Associate Professor of Organizational Performance and Workplace Learning, Boise State University
Steve teaches courses in performance-based instructional design for the workplace. His research interests focus on bringing academics, students, and graduates together with workplace sponsors to decrease ramp-up time to competent performance. He is currently supporting the department’s effort to grow both career coaching and work experience opportunities and measure their effects on program learning outcomes and job attainment. Steve has been making presentations of this kind for over 25 years.