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

Active listening is the practice of listening to understand rather than listening to respond. It involves giving one’s full attention to a speaker, engaging closely with what they are saying and demonstrating understanding, usually through clarifying questions and nonverbal cues

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

Agile leadership is an approach to leadership that prioritizes adaptability, collaboration and continuous learning. This allows leaders to remain flexible and develop a solutions-oriented approach to effectively navigate complex and changing environments

AI literacy is the ability to understand, utilize and critically evaluate artificial intelligence (AI)

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 leadership is the process of easing the transition as a business or organization adopts new workflows, policies, products and services

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

Change openness is a measurement of an individual’s confidence and willingness to actively engage with a specific change

Change preparedness is a high-level measurement of your team’s potential to actively engage with a specific change

Coaching is a developmental partnership in which an experienced person, called a coach, supports a learner or client, called a coachee, in achieving a specific goal by providing training and guidance

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

Continuous learning is the ongoing, intentional process of consistently improving knowledge and gaining new skills or insights

Digital blended refers to training that delivers a combination of live virtual learning (synchronous) and independent learning completed at the learner’s convenience (asynchronous) with facilitator feedback, social collaboration and cohorts

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

Engagement is the emotional connection and commitment an employee has to their job, their team and their organization, often characterized by enthusiasm, dedication and absorption

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

Executive coaching is a specialized form of coaching that offers current and aspiring leaders a strategic, development partnership with a trained coach

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

Follower-directed is used to describe a leadership style where the follower is largely the one guiding the conversation and making decisions around a task

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

Human-centered leadership is an approach to leadership that prioritizes a person over the work they produce. This approach supports the well-being, empowerment and growth of employees to enhance their overall performance

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.)

In-person, instructor-led training refers to training that delivers a combination of live, instructor-led training and peer learning with interactive, hands-on practice and application

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

Leader-directed is used to describe a leadership style where the leader is largely the one guiding the conversation and making decisions around a task

Leadership is an attempt to influence. It is something that one does for or with others

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

Leadership development is the deliberate and systematic process of improving an individual’s capacity to lead, influence and drive positive outcomes in their team or organization

A leadership style is a leader’s distinct approach to influencing others

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

Learning journey is a structured development plan designed to build skills over time through targeted courses, training services, development tools and resources tailored to an individual’s role, title, skills or organizational goals

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

Multidirectional influence describes how influence can flow in multiple directions within a team or organization. For instance, influence can flow laterally, upward or top-down

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 culture is an environment where the leader and follower are equally committed to proactive communication, reversing regression and driving development

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 ownership is when an individual takes responsibility for their own success and engagement

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

Psychological safety is being able to express opinions and take appropriate risks without fear

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

Remote leadership is directing and supporting team members from a distance to achieve organizational goals

Reskilling is the process of training and developing employees to do an entirely different job, usually to meet evolving staffing needs and remain relevant in a changing world

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)

Self-directed is used to describe a leadership style where the follower (or individual) is largely the one guiding the conversation and making decisions around a task

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

Success is the behaviors demonstrated, results or accomplishments within an organization that can be measured with key performance indicators, such as productivity goals or sales quotas

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

Trustwillingness is the willingness to take a chance in believing that what one is being told or shown is true

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

Upskilling is the process of teaching employees completely new skills, often by facilitating ongoing learning and development opportunities to address skills gaps within an organization

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