Implementing Visual Performance Management - eSeminar (4 Sessions)
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See your current environment in a whole new light by asking the right questions and discovering the untapped areas in your organization.

 Export to Your Calendar 5/7/2019
When: May 07, 09, 14, 21
12:00 pm - 1:00 pm PDT
Where: Online
United States
Contact: Next Concept HR Association

Online registration is available until: 5/7/2019
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Implementing Visual Performance Management - eSeminar (4 Sessions)

Tuesday/Thursdays May 7, 9, 14, 21

12:00 - 1:00 pm PST Online


Qualifies for 4 General HRCI Recertification Credits / 4 SHRM PDCs

Price: Members $195General $245 / Join Now (includes a 1-year membership) $389.97


Very few organizations have ever thought about their space as a design choice that could make a huge difference in their performance and culture, but according to a recent article in Business Insider, 76% of employees surveyed value their environment, and I have seen firsthand how much of an impact it can make.

As a leader who inherited one the toughest offices in government, I pioneered the concept of visual performance management out of desperation and saw results. The office's culture, accountability, employee engagement and commitment and overall performance were terrible. By using sound management principles and redesigning its space using visual performance management, we were able to improve customer satisfaction by 37%, the number of veterans rehabilitated by 600% and reduce the number of properties in inventory by 93%, resulting in that office receiving the highest performance award in government at the time.

Since that time other organizations, including government, healthcare and even two college football teams have successfully embraced this concept. Throughout our interactive, online sessions, I will share these stories and explain why visual performance management can help you.

Visual performance management combines generally accepted management principles (HRM, performance management and systems design) along with the fine arts to redesign an organization's space (regardless of whether it is centrally located or dispersed) in order to improve its culture and help drive performance. It takes an organization's space and redesigns it so it becomes an aligned design element that reinforces all of the organization's systems (e.g. technical, structural information, people, etc.) and processes (e.g. hiring, onboarding, etc. and ensures a clarity of purpose, focus and energy.

Moreover, visual performance management adds an element of fun to work as it takes the talents of the workforce and allows them to unleash their creativity in both a right brain manner (by encouraging them to work on emotional displays celebrating the organization's history, customers, success stories, etc. through artifacts, music, art work, photos, etc.) and a left brain manner (through charts, graphs, war rooms, monitors, etc., that depict various aspects of performance) in order to have everyone coalesce around the mission and metrics.

Return to work and see your current environment in a whole new light. Instead of looking at the workplace to see if it is pleasant and has a good appearance, you will now know to ask, ‘Does my workspace reinforce my organization's mission, vision, values, goals and objectives?’ ‘Does it help share information with our employees?’ ‘Does it help drive improved performance?’ ‘Does it help promote individual and group accountability?’ More importantly, ‘Does it help build our desired culture?’ ‘Does it help us recruit and retain top notch talent?’ Finally, ‘Does it help shape the outside world's view of our organization.’

By asking these questions, probably for the first time, you will discover that there is probably an untapped area in the organization (its physical plant) that is ripe for improvement, and if it is redesigned properly can result in enormous improvement in many areas and that adopting the concept of visual performance management is simple and beneficial.

After participating, you will learn:

  • 1. What visual management is, what it is based on and how it can help their organization.
  • 2. The six stages that are involved in implementing a visual performance management program.
  • 3. What the challenges are in implementing such a program and how to overcome them.


May 7, Session 1: Learn what visual management is, what it is based on and how it can help your organization.

May 9, Session 2: Learn the six stages to implementing a visual performance management program.

May 14, Session 3: Case study, including overcoming hurdles in implementation May 21,

Session 4: Challenges of implementing a Visual Performance Management system; Discussion of attendee’s draft VPM plan.


Stewart Liff is the President and CEO of Stewart Liff & Associates, Inc., a California-based consulting and training company. Prior to that he worked for the Federal government for 32 years in both HRM and line management and led several impressive transformation efforts. One of them resulted in Vice President Al Gore’s first Hammer Award for reinventing government while the other led to his office receiving the U.S. Office of Personnel Management’s prestigious PILLAR (Performance Incentives Leadership Linked to Achieving Results) Award.

A classically trained artist, he has written seven books, five on Human Resources, one on visual management and his most recent one, A Team of Leaders, co-authored with Paul Gustavson, was named one of the 30 best business books of 2014 by Soundview Executive Book Summaries and the Leadership Book of the Week by the Washington Post.

A popular speaker, he has spoken in many countries, and recently gave keynote addresses at the BYU Marriott School of Business International Conference in Provo, Utah, the GOV HR Summit in Abu Dhabi and at the College of the Canyons in Valencia, CA, as well as a motivational speech to the University of Southern California's Keck School of Medicine.



Cancellations received less than seven calendar days from the program date are not refundable. If cancellation within seven days of the program is unavoidable, a credit for a future event will be granted, minus a $75 administration fee ($15 for regional meetings). Credits must be used within one year of issue. A substitute attendee is allowed at the applicable NCHRA member/non-member rate in lieu of credit. Separate cancellation policies apply for the HR West Conference and Certification Preparation Courses.