Sie sind auf Seite 1von 21

Performance consulting

By Nethravathi.H

Performance consulting
It is the process in which a trainer and the organizational client work together to decide how to improve organizational and individual result.

Performance consulting is a process in which a client and consultant partner to accomplish the strategic outcome of optimizing workplace performance in support of business goals. Jim and Dana Robinson

It takes a broad approach by: Focusing on identifying and addressing root causes of performance problems

Recognizing that the interaction of individual and organizational factors influences employee performance Documenting the action and accomplishments of high performers and comparing them with actions of more typical performers.

characteristics of performance consulting:


Identifying strategies and recommendations directly linked to organizational and business goals contracting with leadership to take the actions needed to support improved or different performance, including organization development and human resource development working in a consultative manner to become a valued business partner transitioning a focus on training to performance improvement.

Need for performance consulting


Organizational assessment Change management Performance improvement Process improvement Performance management Strategy implementation team development

Performance consulting process


STEP 1 : CONTACT STEP 2 : CONTRACTING STEP 3 : DATA COLLECTION & ANALYSIS STEP 4 : DIAGNOSIS & FEEDBACK Step 5:DECIDE ON THE WAY FORWARD STEP 6 : DESIGN THE INTERVENTION STEP 7 : IMPLEMENTATION STEP 8 : EVALUATE & LEARN

STEP 1 : CONTACT It's the start of working relationship. uses it to build the relationship, create understanding for your needs and expectations and to clarify what you can expect from us.
The objective is to share the initial perception of the performance issue or challenge, and understand the context the assignment will be conducted in.

This step must lead to mutual willingness to invest in working together, with good perspectives to contribute to the organization's performance & success.

STEP 2 : CONTRACTING This step leads to a more 'formal' working agreement covering the assignment, ways of working, roles of client and consultant. It's a first attempt to define the scope and boundaries of the assignment and to identify the stakeholders involved. It produces a first outline of the expected results in terms of behaviour change and performance improvement. Here we agree on How to work together on this How to exchange information as we go Timing & cost

STEP 3 : DATA COLLECTION & ANALYSIS In this step, gathers and analyzes all relevant information. designs a number of activities to allow stakeholders to Share and discuss the information and experience they have around the issues Make their own analysis based on the gathered facts this process through a number of methodologies like : focus groups, interviews, meta-planning, Force Field Analysis, SWOT-analysis, Brainstorming,..

STEP 4 : DIAGNOSIS & FEEDBACK In this step we 'Feed Back' the assembled data and the different 'views' the stakeholders had on this information (analysis)to the 'project owner' in the organization and the stakeholders involved. Based on that information we either : agree that we understand the nature of the problem and we can identify the context, causes and consequences that are involved in the Performance issue or challenge .. Or

decide that further investigation and data gathering is needed. The main objective of this phase is to bring about a mutual understanding and agreement on the diagnosis of the situation

STEP 5 : DECIDE ON THE WAY FORWARD Once in agreement on the diagnosis, we brainstorm together on possible action strategies to address the issues.

facilitates the 'problem solving' process and enables stakeholders to "think out of the box" and to produce a number of creative and innovative ways to deal with the issues.
This is an important "re contracting" moment where we agree on the actions to take, the roles and responsibilities as well as the expected outcomes. adapt the formal 'consulting agreement' accordingly.

STEP 6 : DESIGN THE INTERVENTION In this step Move!, in close collaboration with internal expertise and experience, develops a detailed plan including methodology, involvement & communication strategy, project organization, activities, resources, budgets for the identified solution.
We also design the necessary measures (qualitative / quantitative) to monitor progress and results as we proceed in this project. Apart from 'instructional design expertise' Move! will facilitate activities and support the internal project owner in planning and coordinating the 'to do's'

Apart from 'instructional design expertise' Move! will facilitate activities and support the internal project owner in planning and coordinating the 'to do's' during this intervention. will also take the role of 'process guardian' in order to make sure that all stakeholders stay involved throughout the project.

STEP 7 : IMPLEMENTATION Here we carry out the action plan generated to solve the problem, implement new technology or processes, start up projects, etc...This may include team development, training, coaching-on-the-job, etc...
tries to make sure all interventions are very much aligned with each other and integrated in your normal business and operational processes.

STEP 8 : EVALUATE & LEARN This is the formal closure of the project, review with the stakeholders the activities undertaken and identify the learning's. In this step we try to 'observe or measure' the behaviour changes that occurred and the impact it had on the business

results. We also formalize the learning's in terms of 'process' : how did we work together, what went well, what can we improve, ... ? The idea is to formalize the learning's and use them for future assignments or for future internal projects in your organization.

Role of performance consulting


Assist management in identifying the performance required to achieve business goals Determine the degree to which the work environment of employee will support and encourage the performance requried Assisting in identifying business goal and taking all action needed for employee support them successfully

Performance consulting service


Executive coaching Team development meeting facilitation

Performance consulting service


Executive coaching:areas of coaching expertise include the following I. Oral presentation II. Written presentation III. Leadership and supervision IV. Facilitation V. Interpersonal skill

Team development :it helps to organizations to create and sustain high performance work teams. New team Struggling team Established teams: renew and re energize to remain motivated and productive meeting facilitation meeting purpose Participant and shake holder Process Management skill training

Thank you