Due to COVID19, we are now delivering this really popular course in a virtual classroom format. We have created a blended learning programme which combines short videos and a case study to facilitate engaging collaborative learning on the day. This allows the concepts and practice of Human and Organisational Performance to be transferred in an engaging and passionate way, giving you tools and knowledge to apply in your workplace immediately after the class.
The programme is delivered by Zoom over five days, with each session consisting of 2 hrs of delivery with breaks and collaborative discussions.
We run open courses (dates below) and bespoke, in-house deliveries for up to 20 people. For an in-house delivery, please contact us to arrange dates.
Course times: Daily, 08:00-10:00 (BST)
Course times: Daily, 14:00-16:00 (BST)
Course times: Daily, 08:00-10:00 (GMT)
Paradigm Human Performance is a world leading training and consultancy company with a proven pedigree in improving performance and safety in clients' operations. To start the journey towards HOP excellence requires a baseline understanding of what that looks like.
Both our one-day and our five day/2 hour virtual classroom Introduction to Human and Organisational Performance courses have been well attended and the feedback has been really positive, giving those attending a new insight into how to improve both their performance so the bottom line improves, but also can take organisations further on their safety journey, especially if they can't get past a plateau and don't understand why their workers are doing what they are doing.
- Introduction to HOP
- Why use the HOP Methodology?
- Principle #1. Humans are fallible and even the best people make mistakes, consequently we should recognise that error is normal and treat it as such.
- Introduction to 'human error', violations, drift and active/latent failures/conditions.
- Principle #2. Error-likely situations are predictable, manageable and preventable, as such, attributing blame fixes nothing.
- During this session we introduce the WITH model and how it can be used to both design work taking into account human performance variability and also to use as a conversation starter for supervisors to understand the gap between Work as Imagined and Work as Done.
- Principle #3. Individual behaviour is influenced by organisational processes and values , as such, context drives behaviour.
- This session is all about the organisational drift model which Paradigm uses which looks at Work as Imagined and Work as Done and what leaders can do to #mindthegap, not necessarily looking for compliance to Work as Done, but monitoring the deviations.
- Principle #4. People achieve high levels of performance based largely on the encouragement and reinforcement received from leaders, peers and subordinates. Therefore, how you (leadership/organisation) respond to failure matters.
- We will provide an overview of psychological safety (a proactive artefact of an organisation used to help prevent adverse events and learn about normal work) and a Just Culture (a reactive process by which learning can happen after an event by encouraging context-rich stories to be told, but were 'unacceptable' behaviour is not tolerated).
- Principle #5. Events can be avoided by understanding the reasons mistakes occur and applying the lessons learned from the past events, consequently learning and Improving is vital.
- This final session will look at the anatomy of an event and show that effective and curious investigations are key to learning for both improvement and development, but also to prevent adverse events from occurring in the first place. Lessons identified are not the same as lessons learned!