Speaking
Christine is a sought after business speaker with engagements in America, Brazil, Europe, Siberia, Egypt, South Africa and India. Her personal studies cover a range of human resources and her personal experiences inspire and captivate audiences.
Christine has shared her
tools and techniques for improving performance via presentations
and published articles for several international organizations.
She is an approved speaker within the
Academy for Chief Executives
Presenter - International Conferences
International Society for Performance Improvement (ISPI) - The
leading international association dedicated to improving productivity and
performance in the workplace. ISPI represents more than 10,000 members
throughout the world.
Dallas, Texas 1996
Anaheim, California 1997
Chicago, Illinois 1998
Long Beach, California 1999
San Francisco, California 2001
Renesse, The Netherlands 2002
International Federation of Training and Development
Organisations (IFTDO) - A worldwide network committed to identifying,
developing and transferring knowledge, skills and technology to enhance human
performance, productivity and sustainable development.
Porto Alegre, Brazil 2001
Insight Publishing (previously known as Carlson Learning
Company)
Palm Springs, California 1998
Amelia Island, Florida 1999
Publications
Trans-Atlantic Translation: HPT (Human Performance Technology) by any Other Name
Still Works the Same
Abstract - It is always a challenge to turn the ideals expressed in a Mission
Statement into reality. Changes to the management style, from directive to
supportive, and to establishing working practices can meet with resistance.
Personal feelings and individual reaction to the need to alter the employee
performance requirements can obscure the wider view of what a business needs to
do to be successful in a competitive environment.
This case study revolves around the need to give faster response to customers
and greater flexibility to meet increasingly complex customer demands. The
principles of human performance technology have been translated into a working
environment as a natural progression from other performance concepts that had
already been tried, tested, and found wanting.
The direct involvement of all areas of the organization in a combined problemsolving
approach has resulted in an integrated team effort to achieve major
improvements.
Degrees of Change - Resistance or Resilience
Abstract - It is a fact that most organizations have a majority of employees who
are more likely to question, resent, or even fear change than those who are in tune,
motivated, and keen to move forward. Any system can only provide a framework
for the implementation of agreed processes. The evaluation and monitoring of
peoples' performance and behavioral competencies follows on.
The resilience or bounce-back factors that affect making a smooth transition from
'old' to 'new' need to be explored and blocks removed prior to implementation. It is
too costly to allow negative vibes to sabotage key business objectives.
There is a diminishing time slot for any degree to stability before the next change
hits you. The need to stay ahead of the game is vital; predictive and innovative
skills are now rated highly in any senior manager's tool kit.
At the end of the day, people have to deliver the goods. The balancing act between
having effective systems and motivated people is crucial.
