Why was the HPA established?

The HPA was established to challenge the status quo and help change the global conversation- to provide a forum for developing and sharing insights related to next-generation human performance.

Then- to provide a venue for dissemination of insights gained and lessons learned to all who seek it, irrespective of company budgets or size, or of geographical constraints.

Why were Tim and Suzette Autrey willing to pay for establishment of the Association?

Through their efforts with the Practicing Perfection Institute and PPI Global, Ltd., Tim and Suzette achieved comprehensive awareness of what works and (doesn’t work) when attempting to influence human behavior in the workplace and transform workplace culture. And the approach was different- beyond simple tools, checklists, or ‘triggers’, especially when such elements are deployed using command and control with a focus on compliance.

As awareness of “human performance” continued to rise, it became obvious that many organizations and consultants jumped into the fray calling their offerings “human performance” while offering only disparate pieces of the puzzle, or worse, taking ‘old school’ methodologies and re-branding them as “human performance.”

Tim and Suzette sought to rise above the red sea of competition and provide a not-for-profit venue for collaboration, awareness, and education of what [true] human performance is, and the potential such focus can hold for ANY organization.

Perceived as an ‘idea whose time had come’, rather than become subjected to ‘rule by committee’, or the limitations associated with seeking grants, Tim and Suzette were so committed to the potential of what this can mean to the world, they decided to devote personal resources to start and sustain the Association until such time as it becomes self-sustaining through memberships and other offerings.  

What connection does HPA have to the Practicing Perfection Institute, PPI Global, and Tim Autrey’s for-profit endeavors?

Many of the resources utilized to start the Association have come from the Practicing Perfection Institute, Inc. (the for-profit organization owned by Tim and Suzette Autrey). Such resources have included website, technical, and administrative support. In addition, much of the initial content has been created by Tim Autrey, a pioneer and thought-leader in next-generation performance improvement.

Tim Autrey’s best-selling book, 6-Hour Safety Culture, was published by the HPA. ALL royalties from the sale of this book go to the Association.

Because much (if not most) of the initial materials associated with next-generation human performance have been created by Tim Autrey and the professionals working within the Practicing Perfection Institute (PPI), some have voiced a perception that the HPA appears to be ‘tied to’ PPI. It is easy to see how this perception can have existed during the initial stages of development; however, the intent has always been far different.

Ties in sharing of resources (to get the HPA ‘off the ground’)? YES

Ties in content on the “next-generation” approach to performance improvement? YES

Promotion of business development for PPI? ABSOLUTELY NOT

In 2014, with its launch at the HPRCT Conference in Monterrey, California, Tim interviewed Mike Blevins, Todd Conklin, and Rob Fisher on camera. The interviews remain available on the HPA website.

In 2018, the Association has begun its ViewPoint 360 Webinar Series, providing insights from thought leaders around the globe willing to challenge the status quo and share their insights and discoveries with others. If you are such a thought-leader, whether practitioner, consultant, business leader, or academic, you are invited to take advantage of the opportunity to get your thoughts and insights out to the world through the ViewPoint 360 venue.

With Ritu Budakoti now at the helm, the Association will begin development of industry standards and guidelines, as well as certification and accreditation criteria. The standards and guidelines will be designed as guideposts to help keep things simple and sane as the industry evolves. The certification and accreditation criteria will be available to all who truly want to embrace, implement, and promote thinking and doing different when it comes to human performance.

Who can join the HPA?

Membership is available to any human on planet earth. Artificial Intelligence (AI) entities are not yet being accepted- this is “human” performance after all…

Membership is HIGHLY ENCOURAGED for ANYONE truly committed to making our world a better and safer place through focus on human performance.

How large is the HPA Staff, and do they get paid?

The “paid staff” of HPA includes the Managing Director and the Director of Member Services. Until such time as the Association becomes self-sustaining, associated compensation of these individuals is being funded by Tim and Suzette Autrey.

There are currently 5 members of the HPA Board of Advisors. Board of Advisor members receive no compensation.

What industries/sectors can benefit from the HPA?

Any organization, of any size, in any industry can benefit from the benefits provided by the Association. That is- any organization having humans in (which last time we checked, was pretty much all of them).

How can one become a member of the Board of Advisors (BOA)?

To this point, the members of the Board of Advisors have been personally invited by the Founders based upon their experience/expertise with next-generation thinking and doing in human performance.

As the Association advances, any interested party may apply to become a member of the Board of Advisors. Decision of acceptance to Board membership will be made by existing BOA members.

How are membership fees used by the HPA?

Membership fees are used to pay for HPA Staff members and administrative expenses. Once total membership fee revenue rises beyond a self-sustaining level for the Association, excess funds will be used to grant scholarships to events and training courses deemed appropriate by the Association.