News & Resources
Are 'soft' skills and performance skills the same?
No. Skillogy Perform views performance skills in a broader context than soft skills alone.
Soft skills are broadly defined as a set of skills that influence how we interact with each other. It includes such abilities as effective communication, creativity, analytical thinking, diplomacy, flexibility, change-readiness, and problem solving, leadership, team building and listening skills, as examples. The goal of soft skill training is to give learners the opportunity to practice new patterns of behaviour and in so doing to enhance human relations.
Performance skills, on the other hand, extend the behavioural skills into interpersonal skills and embrace the important process skills such as change, information management, decision-making, quality and so on.
The simplest way of understanding the role of performance skills is to look at them as the key skills that underpin management competence in terms of self (behaviour), people (interpersonal) and work activity (process).
Unless a manager has proven abilities across a range of these performance skills their ultimate performance will be limited. The Skillogy Perform approach assists managers in attaining superior work performance.
Why is the Skillogy Perform approach different?
There are thousands of courses available to managers. One only has to do a search of the Internet to view the array of differing programmes and approaches on offer. So why is the Skillogy approach different?
In a nutshell, the model targets the key behavioural, interpersonal and process skills that underpin management competence and superior work performance. The model also uses a set of processes that ensures that what is learned is applied to the job - a critical point in achieving results.
The model was developed from extensive research into performance-based characteristics of managers. These important drivers build on a manager's existing technical skills and talents by focusing on those areas most relevant to an individual's current and future development needs. You do not need to trawl through thousands of courses. You will find that what you need is contained within the Skillogy Perform programme. Most managers only need to work through a maximum of twelve key modules to demonstrate an improvement in their work-based performance.
Have many managers followed this approach?
The original twenty-four modules were launched in 1997 and delivered on a CD-ROM using the same processes as we use today. We continuously research trends and changes in management thinking and practice and update the model accordingly. Today, we have added a further ten modules to reflect new approaches in leadership as well as other areas, such as emotional intelligence, for example.
Since the original model was launched, well in excess of 100,000 managers worldwide have accessed the modules as part of their career development plans. The model is well tried and tested. Achieving success is not a complicated process. It is invariably a case of getting the basics right and addressing individual, team and organisational needs. The results bear testimony to this approach.
Does this approach really improve my performance?
That depends, to a large extent, on the individual. Invariably, it is an attitude of mind based on commitment, self-motivation and a will to succeed. Experience shows that support plays an important part in learning. Our processes are aimed at ensuring that every effort is made to guide the learner in a way that addresses their learning style, promotes learning through a mix of self-managed and mutual interaction and, wherever possible, tutoring and instructor-led interventions.
The other key feature of the programme relates to the way in which the model has been constructed. Many of the performance characteristics identified from the research are common to a number of areas. These are termed 'clusters'. The significance of this is that the modules are, in many cases, inter-related. So if, for example, you have a need to strengthen your skills in time management there is a strong possibility you would need to address issues in other areas such as personal organisation, priority management, information management, objective setting, for example. Delegation management could also be an issue.
Using this as an example, it would be a surprise if the learning outcomes for an individual did not result in measurable changes in behaviour and improvements in personal productivity. Experience shows that most managers benefit significantly from developing a range of targeted performance skills.
Each of the performance skill areas is made up from a 'cluster' comprised of a mix of process, behavioural and interpersonal skill characteristics.
Take the performance skill area of Change Management, for example. This performance skill has been selected to illustrate the high impact it has on other performance skill areas. In the Skillogy model it has the highest level of impact of any of the performance skills.
Change Management has 26 out of the 34 performance areas that are related to it. Of these, 10 are process driven, 8 behavioural and 8 are interpersonal. This indicates that there is a strong people management bias in the cluster (behavioural and interpersonal) combined with a significant number of work-focused skills.
As a performance skill, change management focuses heavily on the behavioural and interpersonal issues. This is not surprising, as a major part of this performance area involves changing the attitudes and behaviours of organisational members.
A 'skills wheel' is included in the website to illustrate the various performance clusters.
What is self-managed learning?
As the name implies, self-managed learning is where the learner takes responsibility for his or her learning. In this case it refers to the on-line elements of the programme. The learner has to ensure that they meet the commitments agreed with the Learning Adviser. Where the learner has purchased a PPV format that does not include any form of support, they need to ensure that they complete the module within the three-month license period.
To qualify for support you must be registered for either the PPV Plus or the Blended Learning formats. You should check to see what level of support is most suitable for your learning needs. Once you have registered and paid for a module or series of modules, you will be automatically assigned to a Learning Adviser, who will be responsible for supporting you and monitoring your progress.
Blended learning, in the Skillogy Perform context, provides a learning process that combines an element of self-managed development, group interaction, on-line support and instructor-led workshops (normally delivered as part of a corporate development programme). On-line interactive modules provide the self-managed learning and the learner works through a module at a time, working at their own pace and arranged to fit in with their other commitments. Target dates for review are set and monitored by the Learning Adviser.
A Learning Adviser is an experienced training consultant who has been certified as competent by Skillogy International Ltd in all aspects of delivering and supporting the programme.
The Learning Adviser provides contact and support to the learner with the PPV Plus and Blended Learning formats as well as monitoring the progress of learners assigned to their group.
What does Pay-Per-View (PPV) mean?
Pay-Per-View is a delivery format that provides a three-month license for one module on a self-managed learning basis accessed from the Internet via a username and password facility on the Skillogy International website.
What does Pay-Per-View Plus mean?
Pay-Per-View is a delivery format that provides a three-month license for one module on a supported learning basis accessed from the Internet via a username and password facility on the Skillogy International website. This format incorporates the use of on-line provision of tutor support, video casts and webinars.
A Webinar is a seminar that is conducted over the World Wide Web. In contrast to a webcast, which is transmission of information in one direction only, a webinar is designed to be interactive between the presenter and audience. A webinar is 'live' in the sense that information is conveyed according to an agenda, with a starting and ending time.
Can I view a demonstration of a module?
Yes. There is a demonstration version of a module on this website
Can I have instant access to my module?
No. During the next three months we will be migrating to a new operating platform provided by GeoLearning. Until the website has been integrated with the new platform, a manual registration procedure will be in operation. This will have an initial 24-hour registration period, until such time as the automatic process is implemented.
How long do I have to complete a module?
A license for a module is for three months. It can be renewed at the same price for a further three months, if required.
Why are some modules paper-based and others on-line?
Skillogy International Ltd is in the process of designing the presentation of their modules into interactive and engaging animated formats that address the varying learning styles of users. At the present the development of sixteen modules have been completed with the balance of the modules being released in stages during the course of this year.
Those courses not developed in the new format will be supplied as downloadable workbooks until such time as the in-line version has been released.
How do I enrol for a blended learning course?
Complete your registration, identifying your wish to opt for the blended learning format. Our support Centre will assign a Learning Adviser to take over your request and manage the process for you. The Learning Adviser will contact you and assign you to a learning set, appropriate to your location.
How do I select what modules I need?
Many managers have a personal development or career plan that identifies their learning needs. So, the fact that you have identified Skillogy Perform as a potential source for developing your skills indicates that you already have an idea of your areas for improvement. This is the starting point. You can further refine this process by selecting the skills wheel on this website, identifying the skills that you consider to be areas for improvement and selecting other related skills in the same cluster.
Most managers select up to a maximum of twelve modules as part of their performance improvement development.
What is the minimum PC specification I need to access the modules?
The minimum specification for your computer is:
Please email our Support Centre if you require further information at: support@skillogy.com
Yes, subject to the following conditions. Whilst the software is designed to run within a Windows operating environment and is not designed specifically to be cross platform tests have indicated that the LMS environment and courseware operates on the following Mac platform:
Browser: Safari 2.0.4
Operating System: Mac OS 10.4.8
Skillogy International Ltd does not warrant that the Skillogy PERFORM programme will run in an Apple Mac environment. If you wish to test your system before deciding to purchase a course license please contact our Support Centre at: support@skillogy.com
We shall provide you with a guest login and password to test your access and operating performance.Skillogy PERFORM is a model for management success.