Performance Consulting
Performance Consulting applies the principles of HPI in a systematic way of looking at problems and finding solutions. Harless created a framework for practice that is still the basic foundation used by performance consultant today.
Performance Consultants need to know how to:
The paradigm shift from training to performance has changed the structure of many organizations. Training departments have been reduced to a handful of staff members, or in some cases, a complete elimination of training departments. Companies have sought out performance consultants, with the ability to analyze specific performance problems, to take the place of trainers. Performance consultants partner with an organization and look for ways to optimize strategic initiatives of workplace performance to meet goals.
Performance consulting requires strong interpersonal skills with a systematic approach to problem solving. Following are some of the skills and tasks expected of performance consultants; coaching, collaborating, feedback, group processes, questioning, relationship building, business knowledge, project management, performance observation, HPT, data review, synthesizing information. In addition to these skills and tasks, a performance consultant must show core competencies in systems thinking, business acumen, analytical and diagnostic skills, collaborative consulting and questioning skills.
Sorohan, E. G. (1996). The performance consultant at work. Training & Development, 50(3), 34.
Performance Consultants need to know how to:
- Identify, measurable, desirable goals
- Identify barriers that hamper performance
- Intervene to remove barriers
- Evaluate to ensure that goals have been met
The paradigm shift from training to performance has changed the structure of many organizations. Training departments have been reduced to a handful of staff members, or in some cases, a complete elimination of training departments. Companies have sought out performance consultants, with the ability to analyze specific performance problems, to take the place of trainers. Performance consultants partner with an organization and look for ways to optimize strategic initiatives of workplace performance to meet goals.
Performance consulting requires strong interpersonal skills with a systematic approach to problem solving. Following are some of the skills and tasks expected of performance consultants; coaching, collaborating, feedback, group processes, questioning, relationship building, business knowledge, project management, performance observation, HPT, data review, synthesizing information. In addition to these skills and tasks, a performance consultant must show core competencies in systems thinking, business acumen, analytical and diagnostic skills, collaborative consulting and questioning skills.
Sorohan, E. G. (1996). The performance consultant at work. Training & Development, 50(3), 34.