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Glossary of Performance Terminology
A
Ability The quality or state of being able to perform, achieve
or accomplish a task. Action Learning A form of learning that relies extensively on
a "trial and error" approach whereby participants asses their previous actions and experiences to
help create new behaviors, structures and processes for improving organizational effectiveness. Active Listening The process of attending carefully to what a speaker is saying, involving such techniques as accurately paraphrasing the speaker's remarks and using body language to demonstrate the listener understands what the speaker is saying both verbally and nonverbally. Also known as empathetic listening. Algorithm
A logical process involving a specific number of steps by which problems can be solved and decisions made.
Anthropology
The study of the origins and social relationships of human beings.
Appreciative Inquiry
An organizational performance improvement coaching initiative which rather than taking the typical approach of centering on identifying and solving organizational performance problems, focuses on what an organization’s people are already doing well—what is currently working and why, and seeks to find ways to amplify and leverage these strengths to develop excellence in other areas of an organization’s operations.
Aptitude A natural or inborn inclination for learning and proficiency in a particular activity or discipline. A talent.
Attribute (noun) A quality or characteristic inherent in or ascribed to someone or something.
Attitude A collection of personal beliefs, feelings and values that influence a person's manner of response (behavior) to specific ideas, objects, persons or situations. Attitudes can be situational or can develop into habitual, long-term patterns of behavior
Assessment An appraisal of the relative rank, level or position of something. A learning assessment is a method or procedure by which a person's learning performance is measured, usually by comparing it to a specific learning outcome standard.
Assessment Center A process in which a group of specially trained assessors evaluate existing or potential employees against established criteria for specific job-related skills, competencies and character traits using using exercises and that simulate actual job situations.
Asynchronous Learning An instructional format in which a learner and trainer do not interact in real time, such as in distance or web-based learning. B Behavior Observable and measurable personal
actions and reactions driven by a person's conscious and sub-conscious Behavioral Coaching (Behavioral-based Coaching) A coaching style within the domain of performance coaching that utilizes a specific coaching model and incorporates a structured methodology that relies heavily on the behavioral sciences . Also known as evidence-based coaching.
Behavioral Science The study of human
behavior, generally encompassing the disciplines of psychology, sociology, anthropology, economics, politics science
and history.
Belief An acceptance or confidence that a thing is true or real—a mental conviction.
Benchmarking The comparison of similar processes across different organizations to measure outcomes, identify best practices and set performance targets. Best Practice The most
effective and efficient approach for a particular organization for achieving an objective or accomplishinga task, usually determined
through the process of benchmarking.
Blended Learning A blending of different learning environments. Business Coaching A coaching discipline that focuses on enhancing and refining the performance of key functions and activities that are central to an organization achieving desired business results.
Business
Strategy Concept describing the effective application
of business resources for the purpose of outperforming competition. C
Career Coaching A style of coaching in which a coach works with a client to help
client assess personal strengths, aptitudes and desires to identify their optimal career paths and set and achieve appropriate developmental goals and performance goals to maximze careet results.
Career Development The practice of aligning organization personnel management procedures with individual career objectives to attain both individual
and organizational needs. Change Agent
A person
(consultant) who attempts to apply an intervention to alter or affect any aspect of
an organization. Changeagents can come from both outside an (external consultant)
or from within an organization
(internal consultant).
Coaching A relationship consisting of a structured, process-driven interaction between a professional trained in coaching methodologies and one or more individuals seeking positive behavioral change.
Cognition The conscious process of knowing or being aware of thoughts or perceptions, including understanding
and reasoning. Competency Proficiency in a set of behaviors associated with a particular task or function.
Consultant An individual change agent who provides expert advice for increasing personal or organizational effectiveness.
Controlling A management discipline that deals with continually monitoring work activity to assess progress toward planned objectives and identify any need for corrective action. Counseling A performance improvement initiative that usually focuses on a reactive, remedial approach for removing the source of a particular performance deficiency. Corporate Culture A pervasive, largely sub-conscious pattern of beliefs, values, and expectations shared by an organization's members regarding how work is done and dictates behavioral norms regarding how members interract with one another
and those outside the organization. Critical
Business Assets The primary means or resources employed to develop and deliver the products and services that customers buy. Examples of critical business assets can include tangible elements such as raw materials, equipment, buildings and natural resources as well as intangible assets, often referred to as intellectual capital, such as proprietary technology, patents, trademarks, copyrights, and other specialized knowledge. Critical Thinking A disciplined process of actively and skillfully conceptualizing, analyzing,
synthesizing, and evaluating
information by employing logic and intellectual criteria such as clarity, credibility, accuracy, precision, relevance, depth, breadth, significance
and fairness to make good judgments.
Culture (Organizational) The pervasive, largely sub-conscious, pattern of beliefs, values and customs developed over time which are shared by an or organization's members and influence behavioral norms and expectations. D Data A set of discrete, objective facts about things, situations
or events that in isolation have no meaning. Development The implementation of initiatives intended to enhance peoples' capabilities
associated with current roles as well as preparing them for future responsibilities. Developmental Goal
A being or becoming goal oriented toward the attainment of personal growth, as opposed to accomplishing a task (performance goal).
Didactic
Relating or pertaining to a structured teaching or instructional approach.
Directing A management discipline that deals with getting people in organizations to do what needs to be done.
Discipline
A subject or field of study.
Distance Learning An educational environment in which learners perform coursework from home or office and communicate with faculty and other students through email, electronic forums, videoconferencing, chat rooms, bulletin boards and other forms of computer-based communication.
E Education The science dealing with the
principles and practices of teaching and learning. The accumulation of learning. The process through which learning
is achieved. The physical or social context in which a a person, group
or organization functions. Environment The physical or social context in which a person, group or organization functions.Environmental Performance Input An element or factor existing within a person's living or working environment that has an impact on an individual's performance level. Evaluation The determination of worth, value or merit of something. A learning evaluation is a method or procedure that is used to measure the cost
effectiveness of a learning initiative. Evidence-Based Coaching Explicit Knowledge
Formal knowledge that can be put into words, stored on a database and easily shared with others.
Experiential Learning
A learning method in which a participant learns through direct, first hand, hands-on involvement (experience) with the subject matter. It is learning acquired through reflection and meaning-making from direct participation in events as opposed to a formal didactic approach.
External Motivation Motivation arising from a person's response to external factors or circumstances existing within an individual's environment. Also known as extrinsic motivation. F Facilitate
The application of informal, non-authoritarian influence to engage and
involve people in accomplishing anobjective or process. Feeling A state of consciousness dominated by emotion, sentiment, and sensitivity
rather than rational thought.
Flow Chart A visual representation of ordered steps of data flow for use in analyzing, designing, documenting, managing or otherwise executing the elements of a process or algorithm. G
Gap Analysis Technique for identifying the performance improvement initiatives to be implemented to move from an existing performance level to a desired performance level. Also referred to as needs analysis.
Goal An easily-definable, observable, measurable time-bound desired performance outcome that an individual or organization intends to achieve; usually one of several components of a more wide-ranging or comprehensive purpose or objective.
Goal (Developmental) A being or becoming goal oriented toward the attainment of personal growth, as opposed to accomplishing a task (performance goal).
Goal (Performance) An action-oriented, doing goal focusing on the accomplish of a specific task or outcome, as opposed to the attainment ofpersonal growth (developmental goal).
Goal Setting A motivational and performance improvement technique consisting of the identification of specific, measurable, attainable, results-oriented, and timebound (SMART) goals along with a detailed plan of action for their accomplishment and an unwavering commitment to their achievement. H
Halo Effect The tendency for a single favorably perceived characteristic of an individual to generate an overall favorable opinion of that individual.
Heuristic Pertaining to a useful but not necessarily reliable guide or rule-of-thumb that serves as an aid in problem-solving, learning and discovery, such as using the mileage of a used car as an indicator of the car's overall mechanical condition.
Holistic Emphasizing the importance of the whole and the interdependence of its parts.
Human Capital The abilities (knowledge, skills, and attitudes exhibited by people in an organization which are inherently possessed (talents) or acquired, through formal education, training, and experience.
Human Resource Development (HRD) The discipline within organizations of providing individuals with organized learning initiatives designed to provide personal growth and improve job performance. Also, the branch of an organization’s human resource function which is responsible for providing such initiatives. I Information Data that has been organized for meaning in some context. Information Age A term that describes the current focus of the global economy toward the application and manipulation of information as opposed to a focus on the production of physical goods (industrial age). Information Technology (IT) Discipline utilizing computer-based systems to acquire, store, process transmit and retrieve information.
Innovation The application of information, imagination and initiative for the creation, development and implementation of new or improved products, processes or services of value to organizations and their customers.
Insight A keen observation, perception or understanding.Instruction
An activity that imparts knowledge or skill.
Intellectual
(Adj) Pertaining to the capacity for knowledge, understanding, rational thought or inference. Intellectual Capital The knowledge assets possessed by an organization which it can use to competitive advantage. These include tangible intellectual property assets such
as proprietary reports, libraries, patents, copyrights, licenses as well as intangible assets represented by the knowledge employees have about processes, products, customers and competitors which are often referred
to as human capital.
Intellectual Property An organization's legal rights to ideas, designs and inventions
such as patents, copyrights, trademarks and proprietary processes.
Internship
A training technique in which an individual, often a student, works (usually with little or no pay)
under the supervision of a skilled practitioner to gain experience in a specific field.
Intervention Any planned developmental action by a change agent.
Internal
Motivation Motivation arising from an individual's unobservable internal
desires for the satisfaction and fulfillment of specific needs (see needs theory). Also known as personal or intrinsic motivation.J Job A collection of responsibilities associated with a specific work task or function.
Job
Aid A device that can be used by a worker to facilitate the performance . A job aid may consist of items such as checklists, decision charts, algorithms, and flow charts. Also referred to as performance aids for a job or task.
Job Design
An intervention involving the arrangement or rearrangement of tasks,
people and technology that is designed
to improve worker performance through job enrichment and the reduction of worker
dissatisfaction. Judgment The cognitive capacity to assess situations and circumstances
to draw sound conclusions. K
Knowledge
The potential to apply
information for some purpose.
It represents the intellectual framework supporting a person’s performance. Knowledge (Explicit)
Formal knowledge that can be put into words, stored
on a database and easily shared with others.
Knowledge (Tacit) Practical know-how that one acquires informally on the job or in
everyday situations rather than through formal instruction, which
is often difficult to put into words or convey to others.
Knowledge Management
A discipline that focuses on techniques to create, capture, share and retain channels through which knowledge is created,
distributed and used to achieve organizational objectives. Knowledge management
is a process aimed at enabling an organization to optimize its application of intellectual capital.
Knowledge Transfer The process of transferring knowledge from one part pf an organization to other parts of the organization. Knowledge transfer seeks to organize, create, capture or distribute knowledge and ensure its availability
for future users. It is coinsidered
to be more than simply a communication issue.
Knowledge
Worker A worker
who is valued for his or her ability to acquire, analyze, understand and apply information in a specific subject area, as opposed to workers engaged in the production of goods and services.
L Lagging
Performance Indicator Backward-looking measure of performance represented by historical data such as the results of previous actions (e.g., a previous quarter's sales). Leadership The capacity to motivate people through non-authoritarian means to act in a specific manner by aligning an individual's internal desires for the satisfaction and fulfillment of personal needs with the accomplishment of a common goal. See internal motivation. See needs theory. In business the focus of leadership is organizational performance.
Leadership
Coaching
Coaching initiatives that focus on helping executives develop skills to effectively lead people to achieve organizational
Leadership Development Coaching
Coaching initiatives that help organizations develop leaders through the implementation of leadership development programs and systems to insure an ongoing pipeline of effective leaders.
Leading A management discipline that deals with positively influencing the thoughts and attitudes of others to make them want to take a specific action without exercising managerial authority. Leading has to do with connecting with others so as to persuade them to behave in a certain manner simple because they want to ratherthan because they have to.
Leading Performance Indicator
A forward-looking indicator of performance that is assumed to drive future results that will be measured by the analysis of a lagging performance indicator. Example: more effective time management (a leading performance indicator) will likely result in increased sales productivity (a lagging performance indicator)
Lead Time The length of time between the initiation of an action and its completion, and thus the amount of time before the completion point that an action must be initiated.
Learning The acquisition of knowledge, skills or attitudes through experience, instruction or study, usually demonstrated through measurable and relatively permanent positive behavior change.
Learning (Action) A form of learning that relies extensively on a "trial and error" approach whereby participants asses their previous actions and experiences to help create new behaviors, structures and processes for improving organizational effectiveness.
Learning Organization An organization that fosters a work environment that supports continual learning, critical thinking and innovation in order to consistently expand its capacity to create its vision.
Learning Sponsor The individual or individuals who authorize and hold ultimate responsibility for a learning initiative. Learning Transfer The application of knowledge and skills learned in one context to a another context. In practical terms it refers to how much of what is learned in training transfers to the job. It is measured in terms of positive, negative or zero transfer. Also known as training transfer. Life/Career Coaching A style of performance coaching that focuses on an individual’s personal life goals including aspects pertaining to physical, family, social, mental, financial, and ethics and beliefs and career. M
Management The
practice of getting investing, allocating and applying organizational resources
for optimal results. It isgenerally viewed as consisting on the disciplines of planning, organizing, staffing, directing, controlling, and motivating. Management is about getting things
done in organizations to accomplish desired goals and objectives.
Management by Objectives
(MBO) A management process for achieving organizational goals involving mutual involvement of managementand subordinates
in planning, decision-making, problem-solving and work evaluation. The intent of
MBO is that when employees are involved in goal setting and the choosing the course of action, they will be more
likelyto fulfill their responsibilities.
Management Development A planned,
long-term development process incorporating both formal and informal elements for creating and enhancing the competences of managers and potential managers. Management development programs within an organization work to identify and recruit
potential managers, and to develop their knowledge and skills to meetorganizational needs. Development activities may include short courses, management education programs,management training, coaching, and mentoring. Manager A person
responsible for planning and executing a specific business function or directing and monitoring the work
of one or more individuals focused on a particular task or
function within an
organization. Maslow's Hierarchy of Needs A motivational theory that proposes humans are motivated by the desire to satisfy by five sequential levels of
needs beginning with physiological needs followed successively by security, social, self-esteem
and self-fulfillment needs. Mental Model
A representation of one's thinking process for understanding and dealing with real, hypothetical
or imaginary situations. Method A particular manner or style of doing something, A technique. Mentoring
A developmental method in which wise and trusted counselor or teacher, usually a senior more experienced individual is
assigned to provide advice, counsel, guidance and support as well as concern for his/her welfare to anew or less
proficient member (protégé) of the organization. The mentor's role is to guide, instruct, encourage, and correct the protégé. The protégé's responsibility
is to listen to and apply instruction and constructive criticism in order to improve performance. Message
Any communication between individuals consisting of a sender and one or more receivers. Method
A general manner or style of doing something. A technique. Metric
Term used to
describe a standard used to represent an organization’s progress in a particular aspect of its operation.
Metrics can either be quantitative
(e.g., number of units produced)
or qualitative (e.g., workers’ initiative levels). Meyers-Briggs Personality Type Indicator Personality typing instrument based on the personality types theory of psychologist
Carl Jung that classifies personalities into elements of four basic independent parameters: (1) Introversion or Extroversion, (2) Sensing or Intuition, (3) Thinking
or Feeling, (4) Judging or Perceiving. Micromanagement Close, detailed and often de-motivating scrutiny by a supervisor of a worker's duties and responsibilities on a continuing basis.
Mission Statement A brief description of an individual or organization's fundamental purpose. Mnemonic An easily retained memory/learning aid such as a word or short phrase that can be quickly associated with
the data that is to be recalled to mind.
Model (Noun)
A simplified representation of a phenomenon for the purpose of study and understanding. Also
a desirable depiction of such phenomenon.
Model (Verb) A behavioral expression of an ability, attitude or attribute.
Module A specific self-contained component learning unit of a training program that along with other such component segments comprises a complete course of education. Morale Collective feeling, attitude or spirit of a work group as exhibited by the level of the individuals' confidence, cheerfulness, loyalty, discipline, and willingness to perform assigned tasks. Motivate The act of influencing others to undertake a specific action. One can motivate another either by applying external motivating factors (external motivation) or by aligning the desired specific action with an individual's internal desires for the satisfaction and fulfillment of specific
needs (internal motivation)(see needs theory). Motivation The degree of drive, persistence
and intensity of effort expended by an individual to achieve a specific outcomeintended to satisfy a human need.
It is that which moves a person to take action. Motivation (Internal)
Motivation arising from an individual's unobservable internal desires for the satisfaction and fulfillment of specificneeds (see needs theory). Also known as personal or intrinsic motivation.
Motivation
(External) Motivation arising from a person's response to external factors or circumstances existing within an individual'senvironment.
Also known as extrinsic motivation
Multifunctional Team A group of individuals from two
or more functional areas within an organization who collaborate by sharing
their respective specialized knowledge, skills and attitudes (KSAs) to solve organizational
problems. Also known a multidisciplinary team.N Needs
Analysis (see Gap Analysis)
Needs Theory A fundamental concept of psychology that maintains that the desire to satisfy basic physiological and psychological needs is the primary determinant of human motivation. Negative Reinforcement A learning process in which a behavior is followed by reinforcing stimulus which serves to decrease the frequency of the behavior. Neuro-Linguistic Programming (NLP) A performance enhancement technique based on the theory that proposes that the deliberate manipulation of language (by creating a rich imagery of a goal) and planned physical movements (modeling behavioral patterns associated with goal achievement) can positively affect brain functions to generate desired results. Norm A standard, model or pattern of social and performance behavior that is generally regarded as being typical or normal for a particular group or social unit and which form the basis for collective expectations. O Objective
A comprehensive purpose or vision an individual or organization expects to achieve within a specified timeframe;
usually consisting
of the accomplishment of a number of subordinate goals.
On The Job Training (OJT) Worker training that takes place during the execution of normal employee responsibilities, usually
facilitated by a
professional trainer or experienced employee and supported by formal training initiatives. Open Door Management Policy (ODM) A management philosophy that provides all employees the
opportunity to participate in making management decisions. Open-Door Communication
Policy A management practice characterized by a policy in which employees are permitted direct access to senior executives without having to go through formalized lines of authority.
Organizing The management discipline that deals with the efficient arrangement and coordination of the resources necessary to achieve planned organizational goals and objectives. Organizational Behavior The impact of the actions and attitudes of individuals and groups toward one another and toward the organization as a whole, on the organization's overall performance. Organizational Culture See corporate culture. Organizational Chart A visual representation of how an organization structures lines of authority, responsibility and communicationin which power typically flows downwards and accountability flows upwards. Organization Development An educational discipline involving the theory and practice of employing behavioral science knowledge in a system-wide approach to improving organizational effectiveness through the creation, improvement and reinforcement of appropriate strategies, structures and processes. Organizational Learning (OL) An organization-wide continuous process aimed at enhancing an its capability to apply knowledge through systemic integration for continual performance improvement (see knowledge management). Organizational Performance Input An element or factor existing within an organization's structure that has an impact on an individual's performance level. Organizational Structure The manner in which the people, functions, systems and processes of an organization are assembled and organized.P
Pedagogy
Performance The execution of a task or function. Performance Appraisal A human resource management system designed to provide performance feedback and recommendations for performance improvement. Performance
Behavior The
daily actions and mental models an individuals employs in striving for goal attainment. Performance Coaching A
coaching style that deals with facilitating learning and development to enhance peoples' thoughts and actions to generate positive behavioral
change resulting in improved personal effectiveness in some role or capacity.
Performance Gap The difference
between on organization's current actual performance level and its target or desired level of performance.
Performance Goal An
action-oriented, doing goal focusing on the accomplish of a specific task or outcome, as opposed to the attainment
of
personal growth (developmental goal). Performance Management
A
systematic process for managing people to achieve a consistently high level of job performance. Performance
Improvement
A
process consisting of the inplementation of developmental initiatives for acieving improvement in the results achieved
by an
individual, team or organization.
Personality The totality
of an individual's distinguishing behavioral, emotional and intellectual characteristics.
The art andscience of teaching. Personal Coaching Coaching activities with an individual client focusing on personal issues.
Personal Motivation Motivation arising from an individual's unobservable internal desires for the satisfaction and fulfillment of specific needs (see needs theory). Personal Performance InputAn element or factor existing within within a worker that has an impact on an individual's performance level.
Planning A management discipline which focuses on the conscious determination of future actions intended to achieve organizational goals and objectives.Plan of Action A detailed, written plan for goal accomplishment consisting of goal descriptions, action steps, target completiondates along with potential obstacles to achievement and actions for overcoming them.
Policy An established plan that is required to be followed in executing specific decisions and actions.Positive Reinforcement A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase the frequency of the behavior. Procedure A detailed, usually-written, plan for the execution of some activity—often composed of specified methods or processes—designed to achieve a uniform approach to compliance with applicable policies or directives. Process An organized series of progressive actions, operations or functions implemented to achieve a specific outcome. Proficiency The execution of a task or function in accordance with accepted standards of accuracy, completeness, effectiveness and efficiency. Psychology The science that deals with the impact of the powers, functions and operations of the human mind on behavior. Q
R Reengineering
An intervention that focuses on a dramatic redesign of an organization’s core
business processes.
Reinforcement (Negative) A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase the frequency of the
behavior.
Reinforcement (Positive) A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase the frequency of the behavior. S
Self-managed Team A small group of people who are empowered to manage themselves and the work they do and who are usuallyresponsible for the design and performance of an entire process, product, or service. Also know as self-directed teams.Simulation A learning technique involving the imitation of some real thing, circumstance or process . Skill Proficiency in applying knowledge in the performance of an activity. Social Capital The value of the social intercourse (i.e., goodwill, fellowship, sympathy, empathy, etc.) among workers in anorganization to the overall performance of an organization. Sociology The science that deals with the origin and evolution of human society and social phenomena.
Spaced repetition A learning technique involving the repetition of learning content over time to reinforce understanding and retention. Staffing The management discipline that deals with the effective selection and training of people to carry our organizational tasks and functions. Strategy An insight describing a scheme for achieving a goal, most often associated with “winning.” Strategy (Business) Concept describing the effective application of business resources to outperform the competition. Strategic Business Plan An organization’s structured plan for how it will use its available resources to achieve organizational goals, usually associated with the concept of creating a competitive advantage. How an organization plans to achieve it vision. Study (verb) The application of thinking, memory and behavior for the learning and application of a certain subject matter or discipline. Study (noun) An academic investigation of something. Strategic Planning Process for developing a structured plan for how an organization will use its available resources to achieve its goals. The process of developing a strategic business plan. Success The progressive achievement of a worthwhile goal or objective. Synchronous Learning An instructional format in which a learner and trainer interact in real time, such as in a classroom or on-the-job work environment, as opposed to asynchronous learning. System An orderly, rational arrangement of inter-related elements and processes for accomplishing a specific function or set of functions. Systems Thinking An approach to problem solving which is based on the belief that component parts of a system can best be understood in the context of their relationships with each other and with the system as a whole, rather than in isolation. T Tacit
Knowledge Practical know-how that one acquires informally on the job or in everyday situations rather than
through formalinstruction, which is often difficult to put into words or convey to others.
Tactic An element of a short-term plan of action usually directed toward a specific goal. Talent A natural inclination or proficiency for performing a particular activity. Teach To develop awareness through instruction, example or experience. Team A group of interacting individuals sharing a common goal and the responsibility for achieving it.
Team (Self-managed) A small group of people who are empowered to manage themselves and the work they do and who are usuallyresponsible for the design and performance of an entire process, product, or service. Also know as self-directed teams.Technique A particular manner or style of doing something. A method. Technology The application of scientific or other organized knowledge such as a tool, technique or process to practical tasks. Theory X Management A theory of management that maintains that people inherently dislike work and will avoid it whenever possible. Theory X managers feel that they themselves want to lead and take responsibility but the majority of workers wantto avoid such responsibility and prefer to be led by others. Theory Y Management A theory of management that maintains that workers will usually willingly accept responsibility for getting work done so long as personal needs as well as organizational goals can be satisfied. Thinking An deliberate or spontaneous mental reasoning process involving the assimilation, integration and evaluation ofavailable data, information and knowledge within the context of one's prevailing attitudes. Thinking (Critical) A disciplined process of actively and skillfully conceptualizing, analyzing, synthesizing, and evaluating information by employing logic and intellectual criteria such as clarity, credibility, accuracy, precision, relevance, depth, breadth, significance and fairness to make good judgments.
Training A learning initiative usually involving a formalized curriculum and a structured learning environment that can be applied to an unlimited range of disciplines to prepare individuals to effectively carry out specific roles and responsibilities. Training Transfer The application of knowledge and skills learned in one context to a another context. In practical terms it refers to how much of what is learned in training transfers to the job. It is measured in terms of positive, negative or zero transfer. Also known as learning transfer. Transformational Coaching A style of coaching in which a coach and client participate in a voluntary interaction aimed at helping the client achieve mutually desirable performance improvement through positive holistic change. U V Value A desirable or
worthy personal/organizational ideal or principle that influences individual and collective behavior. The behavioral manifestation of a strongly held belief. An organization’s
values openly declare how it expectspeople to behave.
Virtual
Team Teams consisting
of people who primarily interact electronically to work across time, space, and organizational boundaries.
Vision
A conceptualization
of what an individual or organization intends to become. It incorporates a person
ororganization’s mission and values and articulates a long-term direction. An effective vision statement gives as concrete a picture as possible of a desired state and articulates a mental image
that helps lend shape to an abstract future. Vision Statement
A concise
statement that describes an organization’s vision.
Visualization The
technique of using one's imagination to describe the elements and characteristics of a specific desired
outcome.
W
XYZ
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