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Glossary of Performance Terminology

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The quality or state of being able to perform, achieve or accomplish a task.
Action Learning                
A form of learning that relies extensively on a "trial and error" approach whereby participants
asses their previous actions and experiences to help create new behaviors, structures and
processes for improving organizational effectiveness.  

Active Listening

The process of attending carefully to what a speaker is saying, involving such techniques as

accurately paraphrasing the speaker's remarks and using body language to demonstrate the

listener understands what the speaker is saying both verbally and nonverbally.  Also known as

empathetic listening.


A logical process involving a specific number of steps by which problems can be solved and

decisions made.



The study of the origins and social relationships of human beings.


Appreciative Inquiry          

An organizational performance improvement coaching initiative which rather than taking the typical

approach of centering on identifying and solving organizational performance problems, focuses on

what an organization’s people are already doing well—what is currently working and why, and seeks

to find ways to amplify and leverage these strengths to develop excellence in other areas of an

organization’s operations.



A natural or inborn inclination for learning and proficiency in a particular activity or discipline. A talent.


Attribute (noun)                  

A quality or characteristic inherent in or ascribed to someone or something.                             



A collection of personal beliefs, feelings and values that influence a person's manner of response

(behavior) to specific ideas, objects, persons or situations. Attitudes can be situational or can develop

into habitual, long-term patterns of behavior 



An appraisal of the relative rank, level or position of something.  A learning assessment is a method 

or procedure by which a person's learning performance is measured, usually by comparing it to a 

specific learning outcome standard.


Assessment Center 

A process in which a group of specially trained assessors evaluate existing or potential employees

against established criteria for specific job-related skills, competencies and character traits using using

exercises and that simulate actual job situations.


Asynchronous Learning     

An instructional format in which a learner and trainer do not interact in real time, such as in distance or

web-based learning.

Observable and measurable personal actions and reactions driven by a person's conscious and sub-conscious
thoughts, motives, attitudes and feelings.                           


Behavioral Coaching (Behavioral-based Coaching)                              

A coaching style within the domain of performance coaching that utilizes a specific coaching model and incorporates

a structured methodology that relies heavily on the behavioral sciences . Also known as evidence-based



Behavioral Science 
The study of human behavior, generally encompassing the disciplines of psychology, sociology, anthropology,
economics, politics science and history.
An acceptance or confidence that a thing is true or real—a mental conviction. 
The comparison of similar processes across different organizations to measure outcomes, identify best practices
and set performance targets. 
Best Practice  
The most effective and efficient approach for a particular organization for achieving an objective or accomplishing
a task, usually determined through the process of benchmarking.   


Blended Learning 

A blending of different learning environments.     


Business Coaching
A coaching discipline that focuses on enhancing and refining the performance of key functions and activities that are
central to an organization achieving desired business results.


Business Strategy
Concept describing the effective application of business resources for the purpose of outperforming competition. 


Career Coaching
A style of coaching in which a coach works with a client to help client assess personal strengths, aptitudes and
desires to identify their optimal career paths and set and achieve appropriate developmental goals and
performance goals to maximze careet results.


Career Development     

The practice of aligning organization personnel management procedures with individual career objectives to attain
both individual and organizational needs.  
Change Agent 
A person (consultant) who attempts to apply an intervention to alter or affect any aspect of an organization. Change
agents can come from both outside an (external consultant) or from within an organization (internal consultant). 
A relationship consisting of a structured, process-driven interaction between a professional trained in coaching
methodologies and one or more individuals seeking positive behavioral change.
The conscious process of knowing or being aware of thoughts or perceptions, including understanding and reasoning.
Proficiency in a set of behaviors associated with a particular task or function. 



An individual change agent who provides expert advice for increasing personal or organizational effectiveness. 



A management discipline that deals with continually monitoring work activity to assess progress toward planned

objectives and identify any need for corrective action.                                          


A performance improvement initiative that usually focuses on a reactive, remedial approach for removing the source of

a particular performance deficiency.

Corporate Culture
A pervasive, largely sub-conscious pattern of beliefs, values, and expectations shared by an organization's members
regarding how work is done and dictates behavioral norms regarding how members interract with one another and those
outside the organization.  
Critical Business Assets

The primary means or resources employed to develop and deliver the products and services that customers buy.

Examples of critical business assets can include tangible elements such as raw materials, equipment, buildings and

natural resources as well as intangible assets, often referred to as intellectual capital, such as proprietary technology,

patents, trademarks, copyrights, and other specialized knowledge.                                     

Critical Thinking 
A disciplined process of actively and skillfully conceptualizing, analyzing, synthesizing, and evaluating information by
employing logic and intellectual criteria such as clarity, credibility, accuracyprecision, relevance, depth, breadth,
significance and fairness to make good judgments.

Culture (Organizational) 

The pervasive, largely sub-conscious, pattern of beliefs, values and customs developed over time which are shared by

an or organization's members and influence behavioral norms and expectations.

A set of discrete, objective facts about things, situations or events that in isolation have no meaning.
The implementation of initiatives intended to enhance peoples' capabilities associated with current roles as
well as preparing them for future responsibilities. 
Developmental Goal                          

being or becoming goal oriented toward the attainment of personal growth, as opposed to accomplishing a

task (performance goal). 


Relating or pertaining to a structured teaching or instructional approach.



A management discipline that deals with getting people in organizations to do what needs to be done.



A subject or field of study.


Distance Learning                              

An educational environment in which learners perform coursework from home or office and communicate 

with faculty and other students through email, electronic forums, videoconferencing, chat rooms, bulletin boards

and other forms of computer-based communication.


The science dealing with the principles and practices of teaching and learning.  The accumulation of learning. The
process through which learning is achieved. The physical or social context in which a a person, group or
organization functions.                                



The physical or social context in which a person, group or organization functions.


Environmental Performance Input

An element or factor existing within a person's living or working environment that has an impact on an individual's

performance level.

The determination of worth, value or merit of something.  A learning evaluation is a method or procedure that is used
to measure the cost effectiveness of a learning initiative.  
Evidence-Based Coaching
Explicit Knowledge                          

Formal knowledge that can be put into words, stored on a database and easily shared with others. 


Experiential Learning          

A learning method in which a participant learns through direct, first hand, hands-on involvement (experience) with

the subject matter.  It is learning acquired through reflection and meaning-making from direct participation in events

as opposed to a formal didactic approach.


External Motivation                              

Motivation arising from a person's response to external factors or circumstances existing within an individual's

environment. Also known as extrinsic motivation.

The application of informal, non-authoritarian influence to engage and involve people in accomplishing an
objective or process.
A state of consciousness dominated by emotion, sentiment, and sensitivity rather than rational thought.

Flow Chart 

A visual representation of ordered steps of data flow for use in analyzing, designing, documenting, managing

or otherwise executing the elements of a process or algorithm.



Gap Analysis 

Technique for identifying the performance improvement initiatives to be implemented to move from an existing 

performance level to a desired performance level. Also referred to as needs analysis.



An easily-definable, observable, measurable time-bound desired performance outcome that an individual or

organization intends to achieve; usually one of several components of a more wide-ranging or comprehensive

purpose or objective. 


Goal (Developmental)        

being or becoming goal oriented toward the attainment of personal growth, as opposed to accomplishing a

task (performance goal).


Goal (Performance)  

An action-oriented, doing goal focusing on the accomplish of a specific task or outcome, as opposed to the

attainment ofpersonal growth (developmental goal).


Goal Setting 

A motivational and performance improvement technique consisting of the identification of specificmeasurable

attainable, results-oriented, and timebound (SMART) goals along with a detailed plan of action for their

accomplishment and an unwavering commitment to their achievement.



Halo Effect  

The tendency for a single favorably perceived characteristic of an individual to generate an overall favorable opinion of

that individual.



Pertaining to a useful but not necessarily reliable guide or rule-of-thumb that serves as an aid in problem-solving,

learning and discovery, such as using the mileage of a used car as an indicator of the car's overall  mechanical condition.



Emphasizing the importance of the whole and the interdependence of its parts.


Human Capital  

The abilities (knowledge, skillsand attitudes exhibited by people in an organization which are inherently possessed

(talents) or acquired, through formal education, training, and experience. 


Human Resource Development (HRD) 

The discipline within organizations of providing individuals with organized learning initiatives designed to provide personal

growth and improve job performance. Also, the branch of an organization’s human resource function which is responsible

for providing such initiatives.




Data that has been organized for meaning in some context. 


Information Age 

A term that describes the current focus of the global economy toward the application and manipulation of

information as opposed to a focus on the production of physical goods (industrial age). 


Information Technology (IT) 

Discipline utilizing computer-based systems to acquire, store, process transmit and retrieve information



The application of information, imagination and initiative for the creation, development and implementation

of new or improved products, processes or services of value to organizations and their customers.                           



A keen observation, perception or understanding.
An activity that imparts knowledge or skill.
Intellectual (Adj)  

Pertaining to the capacity for knowledge, understanding, rational thought or inference.

Intellectual Capital   
The knowledge assets possessed by an organization which it can use to competitive advantage. These
include tangible intellectual property assets such as proprietary reports, libraries, patents, copyrights, licenses
as well as intangible assets represented by the knowledge employees have about processes, products, customers
and competitors which are often referred to as human capital.                                    
Intellectual Property 
An organization's legal rights to ideas, designs and inventions such as patents, copyrights, trademarks and
proprietary processes.
A training technique in which an individual, often a student, works (usually with little or no pay) under the 
supervision of a skilled practitioner to gain experience in a specific field.
Any planned developmental action by a change agent.
Internal Motivation 
Motivation arising from an individual's unobservable internal desires for the satisfaction and fulfillment of specific
needs (see needs theory).  Also known as personal or intrinsic motivation.



A collection of responsibilities associated with a specific work task or function.  


Job Aid                      

A device that can be used by a worker to facilitate the performance A job aid may consist of items such

as checklists, decision chartsalgorithms, and flow chartsAlso referred to as performance aids for a job or task.      


Job Design 
An intervention involving the arrangement or rearrangement of tasks, people and technology that is designed to 
improve worker performance through job enrichment and the reduction of worker dissatisfaction.
The cognitive capacity to assess situations and circumstances to draw sound conclusions.

The potential to apply information for some purpose. It represents the intellectual framework supporting a 
person’s performance
Knowledge (Explicit) 
Formal knowledge that can be put into words, stored on a database and easily shared with others.
Knowledge (Tacit)  
Practical know-how that one acquires informally on the job or in everyday situations rather than through formal
instruction, which is often difficult to put into words or convey to others.
Knowledge Management
A discipline that focuses on techniques to create, capture, share and retain channels through which
knowledge is created, distributed and used to achieve organizational objectives. Knowledge management
is a process aimed at enabling an organization to optimize its application of intellectual capital.     
Knowledge Transfer  
The process of transferring knowledge from one part pf an organization to other parts of the organization.
Knowledge transfer seeks to organize, create, capture or distribute knowledge and ensure its availability for
future users.  It is coinsidered to be more than simply a communication issue.                                       
Knowledge Worker  
A worker who is valued for his or her ability to acquire, analyze, understand and apply information in a
specific subject area, as opposed to workers engaged in the production of goods and services.

Lagging Performance Indicator                  
Backward-looking measure of performance represented by historical data such as the results of previous 
actions (e.g., a previous quarter's sales).

The capacity to motivate people through non-authoritarian means to act in a specific manner by aligning an

individual's internal desires for the satisfaction and fulfillment of personal needs with the accomplishment of

a common goalSee internal motivationSee needs theory.  In business the focus of leadership is organizational



Leadership Coaching                       

Coaching initiatives that focus on helping executives develop skills to effectively lead people to achieve organizational



Leadership Development Coaching                     

Coaching initiatives that help organizations develop leaders through the implementation of leadership development

programs and systems to insure an ongoing pipeline of effective leaders.        



A management discipline that deals with positively influencing the thoughts and attitudes of others

to make them want to take a specific action without exercising managerial authority.  Leading has to do with
connecting with others so as to persuade them to behave in a certain manner simple because they want to rather
than because they have to.


Leading Performance Indicator          

A forward-looking indicator of performance that is assumed to drive future results that will be measured by the

analysis of a lagging performance indicator. Example: more effective time management (a leading performance

indicator) will likely result in increased sales productivity (a lagging performance indicator)


Lead Time                              

The length of time between the initiation of an action and its completion, and thus the amount of time before

the completion point that an action must be initiated. 



The acquisition of knowledge, skills or attitudes through experience, instruction or study, usually demonstrated

through measurable and relatively permanent positive behavior change.                            


Learning (Action)                              

A form of learning that relies extensively on a "trial and error" approach whereby participants asses their previous

actions and experiences to help create new behaviors, structures and processes for improving organizational



Learning Organization                      

An organization that fosters a work environment that supports continual learning, critical thinking and innovation in

order to consistently expand its capacity to create its vision.


Learning Sponsor 

The individual or individuals who authorize and hold ultimate responsibility for a learning initiative.


Learning Transfer 

The application of knowledge and skills learned in one context to a another context. In practical terms it

refers to how much of what is learned in training transfers to the job.  It is measured in terms of positive,

negative or zero transfer. Also known as training transfer.     


Life/Career Coaching     

A style of performance coaching that focuses on an individual’s personal life goals including aspects pertaining to

physical, family, social, mental, financial, and ethics and beliefs and career. 

The practice of getting investing, allocating and applying organizational resources for optimal results.  It is
generally viewed as consisting on the disciplines of planning, organizing, staffing, directing, controlling, and
motivating.  Management is about getting things done in organizations to accomplish desired goals and objectives.
Management by Objectives (MBO)              
A management process for achieving organizational goals involving mutual involvement of management
and subordinates in planning, decision-making, problem-solving and work evaluation.  The intent of MBO
is that when employees are involved in goal setting and the choosing the course of action, they will be more likely
to fulfill their responsibilities.
Management Development                     
A planned, long-term development process incorporating both formal and informal elements for creating and
enhancing the competences of managers and potential managers. Management development programs within
an organization work to identify and recruit potential managers, and to develop their knowledge and skills to meet
organizational needs.  Development activities may include short courses, management education programs,
management training, coaching, and mentoring.
A person responsible for planning and executing a specific business function or directing and monitoring the work
of one or more individuals focused on a particular task or function within an organization.
Maslow's Hierarchy of Needs            
A motivational theory that proposes humans are motivated by the desire to satisfy by five sequential levels of needs
beginning with physiological needs followed successively by security, social, self-esteem and self-fulfillment needs.
Mental Model                      
A representation of one's thinking process for understanding and dealing with real, hypothetical or imaginary
A particular manner or style of doing something,  A technique.
A developmental method in which wise and trusted counselor or teacher, usually a senior more experienced 
individual is assigned to provide advice, counsel, guidance and support as well as concern for his/her welfare to a
new or less proficient member (protégé) of  the organization. The mentor's role is to guide, instruct, encourage, and 
correct the protégé. The protégé's  responsibility is to listen to and apply instruction and constructive criticism in
order to improve performance. 
Any communication between individuals consisting of a sender and one or more receivers 
A general manner or style of doing something. A technique. 
Term used to describe a standard used to represent an organization’s progress in a particular aspect of its
operation.  Metrics can either be quantitative (e.g., number of units produced) or qualitative 
(e.g., workers’ initiative levels).
Meyers-Briggs Personality Type Indicator 
Personality typing instrument based on the personality types theory of psychologist Carl Jung that classifies
personalities into elements of four basic independent parameters: (1) Introversion or Extroversion, (2) Sensing
or Intuition, (3) Thinking or Feeling, (4) Judging or Perceiving.
Close, detailed and often de-motivating scrutiny by a supervisor of a worker's duties and responsibilities on
a continuing basis.
Mission Statement                              
A brief description of an individual or organization's fundamental purpose.
An easily retained memory/learning aid such as a word or short phrase that can be quickly associated with the
data that is to be recalled to mind.
Model (Noun)                      
A simplified representation of a phenomenon for the purpose of study and understanding. Also a desirable
depiction of such phenomenon.
Model (Verb)                       
A behavioral expression of an ability, attitude or attribute.
A specific self-contained component learning unit of a training program that along with other such component 
segments comprises a complete course of education.
Collective feeling, attitude or spirit of a work group as exhibited by the level of the individuals' confidence, 
cheerfulness, loyalty, discipline, and willingness to perform assigned tasks.
The act of influencing others to undertake a specific action. One can motivate another either by applying
external motivating factors (external motivation) or by aligning the desired specific action with an individual's 
internal desires for the satisfaction and fulfillment of specific needs (internal motivation)
(see needs theory).                                                            
The degree of drive, persistence and intensity of effort expended by an individual to achieve a specific outcome
intended to satisfy a human need.  It is that which moves a person to take action.
Motivation (Internal)           
Motivation arising from an individual's unobservable internal desires for the satisfaction and fulfillment of specific
needs (see needs theory).  Also known as personal or intrinsic motivation.
Motivation (External)          
Motivation arising from a person's response to external factors or circumstances existing within an individual's
environment.  Also known as extrinsic motivation
Multifunctional Team           
A group of individuals from two or more functional areas within an organization who collaborate by sharing their
respective specialized knowledge, skills and attitudes (KSAs) to solve organizational problems. Also known a
multidisciplinary team.

Needs Analysis                     
(see Gap Analysis) 


Needs Theory                      
A fundamental concept of psychology that maintains that the desire to satisfy basic physiological and
psychological needs is the primary determinant of human motivation.
Negative Reinforcement  
A learning process in which a behavior is followed by reinforcing stimulus which serves to decrease the
frequency of the behavior.
Neuro-Linguistic Programming (NLP)                
A performance enhancement technique based on the theory that proposes that the deliberate manipulation
of language (by creating a rich imagery of a goal) and planned physical movements (modeling behavioral
patterns associated with goal achievement) can positively affect brain functions to generate desired results.
A standard, model or pattern of social and performance behavior that is generally regarded as being typical
or normal for a particular group or social unit and which form the basis for collective expectations.

A comprehensive purpose or vision an individual or organization expects to achieve within a specified 
timeframe; usually consisting of the accomplishment of a number of subordinate goals.
On The Job Training (OJT)  
Worker training that takes place during the execution of normal employee responsibilities, usually
facilitated by a professional trainer or experienced employee and supported by formal training initiatives. 
Open Door Management Policy (ODM)    
A management philosophy that provides all employees the opportunity to participate in making management 
Open-Door Communication Policy 
A management practice characterized by a policy in which employees are permitted direct access to
senior executives without having to go through formalized lines of authority.



The management discipline that deals with the efficient arrangement and coordination of the resources

necessary to achieve planned organizational goals and objectives.                                          

Organizational Behavior                    
The impact of the actions and attitudes of individuals and groups toward one another and toward the
organization as a whole, on the organization's overall performance.
Organizational Culture        
See corporate culture. 
Organizational Chart           
A visual representation of how an organization structures lines of authority, responsibility and communication
in which  power typically flows downwards and accountability flows upwards.
Organization Development                     
An educational discipline involving the theory and practice of employing behavioral science knowledge in a
system-wide approach to improving organizational effectiveness through the creation, improvement and
reinforcement of appropriate strategies, structures and processes. 
Organizational Learning (OL)                    
An organization-wide continuous process aimed at enhancing an its capability to apply knowledge through 
systemic integration for continual performance improvement (see knowledge management). 
Organizational Performance Input                   
An element or factor existing within an organization's structure that has an impact on an individual's
performance level.
Organizational Structure     
The manner in which the people, functions, systems and processes of an organization are assembled and

The art andscience of teaching.                
The execution of a task or function.
Performance Appraisal       
A human resource management system designed to provide performance feedback and recommendations for
performance improvement. 
Performance Behavior       
The daily actions and mental models an individuals employs in striving for goal attainment.
Performance Coaching      
A coaching style that deals with facilitating learning and development to enhance peoples' thoughts and actions 
to generate positive behavioral change resulting in improved personal effectiveness in some role or capacity.
Performance Gap               
The difference between on organization's current actual performance level and its target or desired level of performance.                                       
Performance Goal               
An action-oriented, doing goal focusing on the accomplish of a specific task or outcome, as opposed to the
attainment of personal growth (developmental goal).
Performance Management                      
A systematic process for managing people to achieve a consistently high level of job performance.                       
Performance Improvement 
A process consisting of the inplementation of developmental initiatives for acieving improvement in the results
achieved by an individual, team or organization.
The totality of an individual's distinguishing behavioral, emotional and intellectual characteristics.    

Personal Coaching                     

Coaching activities with an individual client focusing on personal issues.


Personal Motivation            

Motivation arising from an individual's unobservable internal desires for the satisfaction and fulfillment of specific
needs (see needs theory).    
Personal Performance Input
An element or factor existing within within a worker that has an impact on an individual's performance level.                                            



A management discipline which focuses on the conscious determination of future actions intended to achieve

organizational goals and objectives. 


Plan of Action                     
A detailed, written plan for goal accomplishment consisting of goal descriptions, action steps, target completion
dates along with potential obstacles to achievement and actions for overcoming them.



An established plan that is required to be followed in executing specific decisions and actions.        
Positive Reinforcement 
A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase the frequency of the behavior.
A detailed, usually-written, plan for the execution of some activity—often composed of specified methods or 
processes—designed to achieve a uniform approach to compliance with applicable policies or directives.
An organized series of progressive actions, operations or functions implemented to achieve a specific outcome.      
The execution of a task or function in accordance with accepted standards of accuracy, completeness, effectiveness 
and efficiency.  
The science that deals with the impact of the powers, functions and operations of the human mind on behavior.


An intervention that focuses on a dramatic redesign of an organization’s core business processes.             
Reinforcement  (Negative)
A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase
the frequency of the behavior.  
Reinforcement (Positive)
A learning process in which a behavior is followed by a reinforcing stimulus which serves to increase
the frequency of the behavior.

Role Play 

A learning process in which participants act out designated roles in order to develop particular skills and

to meet particular learning objectives.     




Self-managed Team                      

A small group of people who are empowered to manage themselves and the work they do and who are usually
responsible for the design and performance of an entire process, product, or service.  Also know as
self-directed teams.


A learning technique involving the imitation of some real thing, circumstance or process .     



Proficiency in applying knowledge in the performance of an activity. 
Social Capital                      
The value of the social intercourse (i.e., goodwill, fellowship, sympathy, empathy, etc.) among workers in an
organization to the overall performance of an organization. 
The science that deals with the origin and evolution of human society and social phenomena.


Spaced repetition 

A learning technique involving the repetition of learning content over time to reinforce understanding and retention.     



The management discipline that deals with the effective selection and training of people to carry our

organizational tasks and functions.


An insight describing a scheme for achieving a goal, most often associated with “winning.” 
Strategy (Business)              
Concept  describing the effective application of business resources to outperform the competition. 
Strategic Business Plan       
An organization’s structured plan for how it will use its available resources to achieve organizational goals,
usually associated with the concept of creating a competitive advantage. How an organization plans to achieve it vision. 
Study (verb)                        
The application of thinking, memory and behavior for the learning and application of a certain subject matter
or discipline.
Study (noun)                        
An academic investigation of something.
Strategic Planning               
Process for developing a structured plan for how an organization will use its available resources to achieve its
goals. The process of developing a strategic business plan.
The progressive achievement of a worthwhile goal or objective.
Synchronous Learning        

An instructional format in which a learner and trainer interact in real time, such as in a classroom or on-the-job

work environment, as opposed to asynchronous learning.  


An orderly, rational arrangement of inter-related elements and processes for accomplishing a specific function or
set of functions.
Systems Thinking               
An approach to problem solving which is based on the belief that component parts of a system can best be understood
in the context of their relationships with each other and with the system as a whole, rather than in isolation.

Tacit Knowledge                 
Practical know-how that one acquires informally on the job or in everyday situations rather than through formal
instruction, which is often difficult to put into words or convey to others. 



An element of a short-term plan of action usually directed toward a specific goal.
A natural inclination or proficiency for performing a particular activity.  
To develop awareness through instruction, example or experience.  
A group of interacting individuals sharing a common goal and the responsibility for achieving it.  


Team (Self-managed)

A small group of people who are empowered to manage themselves and the work they do and who are usually
responsible for the design and performance of an entire process, product, or service.  Also know as
self-directed teams.                                         


A particular manner or style of doing something. A method.
The application of scientific or other organized knowledge such as a tool, technique or process to practical tasks.
Theory X Management       
A theory of management that maintains that people inherently dislike work and will avoid it whenever possible. 
Theory X managers feel that they themselves want to lead and take responsibility but the majority of workers want
to avoid such responsibility and prefer to be led by others. 
Theory Y Management        
A theory of management that maintains that workers will usually willingly accept responsibility for getting work
done so long as personal needs as well as organizational goals can be satisfied.
An deliberate or spontaneous mental reasoning process involving the assimilation, integration and evaluation of
available datainformation and knowledge within the context of one's prevailing attitudes.                                            
Thinking (Critical)               
A disciplined process of actively and skillfully conceptualizing, analyzing, synthesizing, and evaluating information
by employing logic and intellectual criteria such as clarity, credibility, accuracy, precision, relevance, depth, breadth,
significance and fairness to make good judgments.



A learning initiative usually involving a formalized curriculum and a structured learning environment that can be applied

to an unlimited range of disciplines to prepare individuals to effectively carry out specific roles and responsibilities.      


Training Transfer 

The application of knowledge and skills learned in one context to a another context. In practical terms it

refers to how much of what is learned in training transfers to the job.  It is measured in terms of positive,

negative or zero transfer. Also known as learning transfer.     


Transformational Coaching

A style of coaching in which a coach and client participate in a voluntary interaction aimed at helping the client achieve

mutually desirable performance improvement through positive holistic change.


A desirable or worthy personal/organizational ideal or principle that influences individual and collective behavior
The behavioral manifestation of a strongly held belief. An organization’s values openly declare how it expects
people to behave. 
Virtual Team                      
Teams consisting of people who primarily interact electronically to work across time, space, and organizational
A conceptualization of what an individual or organization intends to become. It incorporates a person or
organization’s mission and values and articulates a long-term direction.  An effective vision statement gives 
as concrete a picture as possible of a desired state and articulates a mental image that helps lend shape to
an abstract future.
Vision Statement                
A concise statement that describes an organization’s vision
The technique of using one's imagination to describe the elements and characteristics of a specific desired



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   "Winning Performance Strategies"