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Christine Rush

July 2010 - The Public Manager

Implementing the Four-Day Workweek

The science behind how we learn and perform has taken center stage recently and with good reason. Understanding how we function and what motivates us as learners and as human beings is fascinating, but ultimately, training and development professionals just want the hard facts that support the best practices. To help provide some of these answers, ASTD presents the "Science of Learning" track—a new fixture at the ASTD 2014 Conference & EXPO. This webinar will give you an unrivaled sneak peek into some of the sessions, and expert analysis driving the next phase of learning and organizational development.
Join thought leaders Christine Cox*, Catherine Lombardozzi, Shawn Andrews, and Ruth Clark, covering topics including

the neuroscience of coaching
research-based social learning
cutting-edge data on emotional intelligence and leadership
evidence-based approches on using games, learning styles, and more.

Join us for this fast-paced, information-packed webinar with some of the best and brightest in the industry, and get in on the conversation leading up to a very exciting ASTD 2014 in Washington, D.C.
*UPDATE: David Rock will be represented by Dr. Christine Cox, NYU professor and cognitive neuroscience expert. Thanks to Dr. Cox for stepping in!

Science of Learning: ASTD 2014 Conference Preview

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Instructional Design Certificate

To achieve organizational excellence, core management systems and processes need to be fully integrated and focused on measureable results. Measures of results should be based on customer requirements and feedback. Baldrige puts major management systems into six categories. But you shouldn’t think of them as categories. Rather picture six engaged gears that push the organization toward results. The systems/gears are: LeadershipStrategic PlanningCustomerFocus Workforce FocusOperations/Business ProcessesResults Measurement. Leadership articulates the model to all employees at all levels and reinforces the values that propel the integrated systems, such as customer focus, continuous improvement, and employee engagement and empowerment. Baldrige is as much a culture as a management approach—and what a culture it is! All hands and all brains are on deck. Pride, fellowship, and know-how grow because results are achieved and no one is a bench-sitter. Employees and the systems work together as a whole to produce exceptional results. Case in Point During my tenure with the City of Coral Springs, the city employed the Baldrige business model to create system integration and customer focus. In our case, every city worker was introduced to the model and the strategic plan at new employee orientations. Orientation covered the principles that keep professional silos at bay and job satisfaction high, including: establish and deploy vision and valuesfacilitate the development of an evidence-based strategic planset objectives, strategies and measures of progressalign resources and activity to the objectivesmonitor implementation of plansevaluate the effectiveness of plansfoster customer-focused lean processescontinuously improve through “feedback loops” that create organizational and individual learningengage in all of the above. More importantly, my city government experience with the Baldrige model informs my approach to performance management at the Department of Commerce.Applying Baldrige to the Federal Landscape Over the decades, the federal government has searched for the Holy Grail of performance management. This has proved elusive, though, because staff offices have set up performance measurement systems that are not aligned with a strategic plan, employee work plans, or process design. Instead, measures have been created by staff offices, not the folks who are on the line. What’s more, feedback on systems happened primarily when a catastrophic failure occurred; regular feedback for system improvement was an anomaly. Here’s the good news: Times are changing, and there are federal initiatives for customer focus, use of performance indicators and evaluation, employee engagement, and strategic plans that are actionable and monitored. However, if we don’t move on all these fronts through integrated systems that involve the entire workforce, the Holy Grail will remain elusive—even though Baldrige has put it in plain sight.  Check out http://www.nist.gov/baldrige to get a better view. If you have worked in a Baldrige culture, you will never want to settle for less. For a deeper dive on this topic, join me for the session “Changing Up: Integrating a Culture of Performance in Your Organization” at the Government Workforce: Learning Innovations conference.

Building a Federal Culture that Supports Results—Everywhere You Look

2021 Best Practices  - TD Magazine

After the Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed into law, Paylocity made a push to prepare client organizations for changes affecting their customers and the human capital management software solutions they depend on.

All Hands on Deck

Christina Wood, MSOD, is a talent development partner with more than 15 years of experience in healthcare and higher education with Saint Luke’s Health System. She is passionate about helping leaders and physicians navigate change through coaching and development. She is a Certified Professional in Talent Development and a Strengthscope Practitioner, who uses a strengths-based approach to coaching to help others achieve their highest potential. Within Saint Luke’s, Christina has helped lead the push toward a strengths-based organization by implementing onboarding, leadership development, mentoring, and career development strategies that leverage individual strengths for organizational outcomes.

Christina Wood, CPTD

The Workshop Series book bundle offers all thirteen books in the series at a 15% savings off of the full list* price.
The ATD Workshop Series is written for trainers by trainers. And each book includes all the activities, handouts, tools, and assessments you need to create and deliver powerful, effective training. Take on your next training workshop with guidance from renowned experts Maureen Orey, Lou Russell, Lisa Haneberg, Elaine Biech, Kimberly Devlin, Karen Lawson, Karl Mulle, Lisa J. Downs, Wes Balakian, Christee Gabour Atwood and Erica Nelson. Ready-to-use resources associated with each book can be downloaded from individual book pages.Read sample content from Communication Skills Training, Coaching Training, Leadership Training, New Supervisor Training, Customer Service Training, New Employee Orientation Training, Change Management Training, Emotional Intelligence Training, Time Management Training, Project Management Training, Presentation Skills Training, Facilitation Skills Training and Management Development Training.*Refers to ATD list price.

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