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[[File:Danny Langdon NEW.jpg|thumb|306x306px|Danny Langdon

Danny Langdon is an education researcher specializing in instructional design and technology. He is the co-founder of Performance International, and has over 40 years of experience, has published over 10 books and chapters. He is the recipient of three major awards of excellence, and is a past international president and Honorary Life Member of International Society for Performance Improvement (ISPI).
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Personal life/biography
Langdon was born on November 16, 1938. He is currently married to Kathleen Langdon and has two children, Lisa and Kimberly. He is currently a Performance International Partner.

Education and academic career
In 1961, Langdon earned a Bachelor of Education in Chemistry from University of Idaho. He earned a Masters Degree from the University of Missouri in 1962.


 * University of Idaho, B.S. Ed. (chemistry)1961;
 * University of Missouri, M.Ed. (secondary administration), 1962;
 * attended New York University, 1964-65
 * University of Pennsylvania, 1972
 * Georgetown University, 1976

Awards and Accomplishments

 * Outstanding Performance Aid
 * Outstanding New Systematic Approach


 * Series Editor & Contributor, Instructional Design Library, Educational Technology Publications, 1978 and 1980. 40 books on different Instructional Design strategies and formats. Originated the Individual Management Development Program (IMDP) for identifying and meeting individual development and training needs of management/supervisory personnel; originated the Construct Lesson Plan (CLP): An instructional learning system for improving group classroom instructional efficiency and effectiveness; originated the Information-Visualization System: This method allows an accurate and convenient method of showing how to select the best way(s) of visualizing information for instruction or general presentation.
 * Developed and implemented a bilingual training program for use in Colombia, S.A.
 * Developed one of the leading performance models for aligning and improving business performance.

Research
Langdon’s research has helped lead to the development of performance technology and understanding of how the improvement in human performance discipline of Instructional Design and Technology today can benefit organizations and institutions. We must first understand that Human performance improvement (HPI) and Human Performance Technology (HPT).

Human performance Improvement (HPI) vs Human Performance Technology (HPT)
HPI refers to the enhancement of the outcomes and accomplishments valued by organizations (performance) produced by the human beings involved in producing those outcomes and accomplishments. Human Performance Technology (HPT) is often used interchangeably with HPI. However, HPT is often used to refer to a field or discipline in which practitioners employ a systematic approach or process (a technology) to achieve human performance improvement. HPT is the means for achieving the goal of improving human performance. It is a systematic set of methods, procedures and strategies for solving problems and realising opportunities related to performance of people in an organization.

Interventions
Performance improvement interventions are the processes, methods, and/or plans selected, designed, developed, and implemented to improve performance, after performance analysis is completed. Interventions are also known as solutions.

Selecting Interventions
Langdon explained that a good intervention selection begins with good performance analysis. Selecting interventions requires that we determine, as part of the performance analysis, what the range of changes in performance will be. Structuring the analysis to reveal the various elements of performance ensures greater accuracy in selecting interventions for each change, but that is not the end of the selection intervention process.

Intervention Resource Guide
His research along with fellow researchers Whiteside, Kathleen S.; McKenna, Monica M.; Harrison, Carol A.; Stewart, Scott (2001-07) which moulded into a four (4) page guide gave birth to new knowledge so that it could be used as a reference guide on interventions for improving performance. The journal targeted an audience ranging from novices to veteran performance technologists and is written for practitioners to teach other practitioners about the interventions they have developed, expanded, or refined. This Guide has given much insight into the number of interventions that can be used by organizations and how they can be implemented using a master project plan to ensure a high success rate. This guide can be purchased here

Selecting and using interventions
Langdon explained in his article that a good starting point for knowing more interventions and enhancing the selection process is to summarize the interventions you know into a matrix. It would be wise to consider the kind of analyses suggested by (Tosti, Brethower, and Jackson). Longdon advised that "the more complete and accurate you are in analysis, the more complete and accurate you will be in selecting and using interventions."

In his research, Langdon identified that the doing of work is only one of the four aspects of work important to the performance technologist (as it is to the one performing the work and his or her organization). He identified that one of the most important aspect of work is a healthy environment in which the work can take place. This information can be very useful to managers and middle manager. Langdon shared that a business without a clear vision may stumble its way to success or failure. Individual performance without management support may result in employees who give up suggesting new ideas.

Skill Set

 * Teach Performance Technology
 * Facilitate Decision-Making
 * Teach Instructional Design
 * Develop Instructional Systems
 * Improve Job Understanding
 * Improve Business Units, Processes, Jobs

Publications and/or books
Langdon has published many books, edited many chapters in books, written numerous Journal articles etc. Below is a list of some of his publications


 * Langdon, D. (1991). Performance technology in three paradigms. Performance + Instruction, 30(7), 1-7. doi:10.1002/pfi.4170300702
 * Langdon, D. G. (1992). Performance technology in three paradigms: Paradigm 2— intervention identification. Performance + Instruction, 31(10), 1-5. doi:10.1002/pfi.4170311003
 * Langdon, D. G. (1997). Selecting interventions. Performance Improvement, 36(10), 11-15. doi:10.1002/pfi.4140361005
 * Langdon, D. G. (2016). Improving management communication through job models. Performance Improvement, 55(7), 24-31. doi:10.1002/pfi.21570
 * Langdon, D. G., & Langdon, K. M. (2019). Work analytic tools: Needs assessment tools for HPT professionals. Performance Improvement, 58(2), 6-12. doi:10.1002/pfi.21841
 * Langdon, D. G. (1997). A look into the future of human performance technology. Performance Improvement, 36(6), 6-9. doi:10.1002/pfi.4140360603
 * Langdon, D. G., & Whiteside, K. S. (1997). Introduction to the special issue on interventions. Performance Improvement, 36(10), 4-4. doi:10.1002/pfi.4140361002
 * Langdon, D. G., Whiteside, K. S., McKenna, M. M., Harrison, C. A., & Stewart, S. (2001). Intervention resource guide: 50 performance improvement tools. Performance Improvement, 40(6), 45-48. doi:10.1002/pfi.4140400610