Glossary

Able is used to describe a person who is currently performing a task at a sustained and acceptable level. A person’s ability is a key factor in accurately diagnosing their Performance Readiness® for a task.

Adaptive leadership is an approach to influence that suggests the style to be utilized is a function of the circumstances presented.

Asynchronous learning is the concept that learners interact with the same course material at different locations or time periods. An eLearning module would be an example of asynchronous learning.

Behavior change focuses on the modification or transformation of human behavior through training or coaching within the workplace.

Blended learning merges eLearning with a traditional classroom environment. For instance, our blended learning program has a learner go through the first 4 hours of our Situational Leadership®

Capable is a term used to describe a person that has the potential to perform a task at some point in time in the future (i.e. after training).

Change management is a set of guidelines that allows organizations and individual’s the ability to adapt and shift priorities during a major change or disruption to the way they do business.

A competency model is a framework that is typically developed by an organization’s Human Resources Department in order to identify and define a particular set of skills and behavioral traits that enable an employee to successfully perform the tasks of their job.

DiSC® or DiSC® personality types are identified today as D (Dominance), I (Influence), S (Steadiness) and C (Conscientious).

Distance learning, also known as distance education, occurs when an instructor and learner are separated by both time and location.

Diversity training refers to any program designed to promote cultural awareness in the workplace. Diversity training is intended to improve workplace relations among employees and executives of all races, religions, sexes, national origins, age groups, etc.

eLearning is an educational course or program that a learner accesses electronically or outside of a traditional classroom setting.

Emotional intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way.

In an organizational setting an executive is an individual responsible for formulating strategy, on the basis of vision, derived from the understanding of company strengths, weaknesses, opportunities and threats.

In an organizational setting an experienced manager is an individual who has had responsibility for people management for more than 5 years.

Facilitators are instructors or teachers that conduct training sessions for a group of learners.

Gamification is the process of applying gaming concepts and designs to training in an effort to make the content more engaging to the learner.

Hard skills, also known as technical skills, are skills that refer to a teachable or measurable skill such as reading, writing or arithmetic.

A high-potential employee (HiPo) is an employee who is currently a top performer with the capability/potential to take on increased responsibility in an elevated role.

An individual contributor is an employee at the base of an organization doing functional work in a frontline capacity (i.e. sales; marketing; manufacturing; etc.).

Knowledge transfer is the process of transforming newly acquired knowledge or understanding into behavioral change on the job.

A leadership brand is the sum of perceptions others associate with your leadership based on your demonstrated behaviors, interactions, communication and decisions.

Learning agility is the ability to effectively learn from a variety of different teaching methods.

A Learning Management System (LMS) is a software application or platform used by training organizations or departments to register and monitor a learners activity.

Microlearning is a tool used to help drive behavior change by providing learners with condensed content, in order to reinforce what was learned in a training program.

A needs assessment is a systematic process for evaluating the specific needs of an individual or group.

Onboarding is the process of familiarizing a recently hired or promoted employee with the expectations and performance requirements of a new role.

Organizational resilience refers to an organizations ability to anticipate and adapt to sudden change or disruptions.

Performance management is the process of establishing performance objectives, providing ongoing feedback relative to those objectives and formally evaluating the quality of objective attainment.

Performance Readiness® is the existing combination of an employee’s ability and willingness to perform a specific task.

Regression occurs when the performance of an employee for a particular task slips.

Relationship behavior is the degree to which a leader engages in two-way communication with an employee performing a specific task to include listening, facilitating and providing support.

SCORM is the acronym for Shareable Content Object Reference Model. SCORM is a collection of technical standards for web-based electronic educational technology (or eLearning).

Servant leadership is the thought process or philosophy that a leaders main goal is to serve.

A skills gap is a gap between the current skills an employee has and the skills they actually require in order to perform the job to an acceptable level.

There are 4 social styles outlined by Tracom’s social styles Model. They are: Driving, Expressive, Amiable and Analytical.

Soft skills refer to an individual’s personality traits, their people and communication skills. An individual’s emotional intelligence, social awareness and how well they work with others are all considered to be soft skills.

Sustainment is the process of transferring what is learned during training into behavior change on the job that produces desired results.

SWOT Analysis is the process of determining an organization’s STRENGTH’S and identifying its WEAKNESSES in the context of environmental OPPORTUNITIES and THREATS.

Synchronous learning refers to a real time learning event in which a group of students are engaging in learning at the same time.

Talent management is the strategic process of hiring the right individuals and helping them grow to their optimal capabilities, while keeping organizational objectives in mind.

Task behavior is the extent to which a leader engages in spelling out the duties and responsibilities of an individual or group to perform a specific task and closely supervises their progress.

Training transfer is the application of knowledge and skills acquired during training to a targeted job or role. Training Transfer is also known as behavior change.

Unable is used to describe a person that does not possess the necessary knowledge, experience or skill to perform a particular task at a sustained and acceptable level. A person’s ability is a key factor in accurately diagnosing their Performance Readiness® for a task.

Unwilling is used to describe a person that does not posses the necessary confidence, commitment or motivation to perform a particular task.

Virtual training refers to training done in a virtual or simulated setting. Virtual training is designed to simulate a traditional classroom or learning experience.

Willing is used to describe a person that demonstrates confidence, commitment and motivation to perform a particular task.

Workforce development is a broadly used term that refers to the education, training and development of skilled workers.