Mission:
MicroVenture Support addresses poverty through grass roots economic development. Our "transformative" Ladder of Prosperity builds upon the work of the MFI by providing investment capital along with intensive business incubation at the tof of the bottom of the pyramid. We bridge the economic and knowledge gap between current MFI practice and the large Social Investors. We provide "nano" venture capital. We are investors, not lenders. We are an economic development organization. Our social mission is to build communities through job creation and to do it one business at a time.
I am an organizational psychologist. I have over thirty years of consulting experience in both the for profit and public sectors. My field of expertise is Human Performance. This includes Training, Information, and Incentive management and communication. In the sixties I was a rock drummer and played with a number of well known groups of the day. I’ve served as Director Human Performance for Sylvan Learning System and as consultant to both US AID and The Grameen Foundation USA. I spent five years as a US Marine musician and spent my final year of enlistment here in Washington with the US Marine Drum Corps. I am passionate about John Ellington’s the triple bottom line
Where I Practice:
At present I serve as Vice President Professional Development for MicroVenture Support.org
Question I’d Like to Discuss:
What is the role of incentive in changing human performance in the workplace, and in particular within our MFI and poverty abatement community? How can we understand the true value of human capital and how to most effectively enhance both human capacity and performance. Also, the role of information as feedback in supporting management decision making and its function in providing true incentive and empowerment of those on the bottom of the organizational pyramid at the MFI: The Loan Officer and the Branch Manager. How can we improve their skill and knowledge and earn them the respect due to all who work in the MFI for only then will be be able to assure and depend upon Social Performance Measures. Without proving that good incentive management means greater profit, management will give lip service to us but not credibility.
Consultant:
yes
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