Welcome to GreenWorks CTS

Performance Consulting...  What is it?

People ask me what Performance Consulting is all about.  A perfectly reasonable question, since the practice of Performance Consulting  (a.k.a. Performance Technology Consulting) is relatively new, only finding it's niche in the world in the past 30 years or so.

Here is an operational definition of what Performance Consulting is:

Performance consulting for an organization is the systematic practice of scrutinizing the organization’s workplace for areas of sub-optimal work effectiveness OR investigating known inefficiency areas, analyzing these work situations to determine the cause(s) of the performance gap, and providing recommendations for interventions.  Once a course of action is selected, performance consulting may involve the design and implementation of the action to correct the performance gap.  Analysis and intervention may be very localized, or may involve many or all levels of the organization. 

Purpose:

The purpose of performance consulting is to improve the quality and efficiency of human workplace accomplishments.  This should translate into one or more of the following: increased profitability, lower costs, better quality.

How:

Performance consulting takes a systematic look into performance problems in order to eliminate unfounded or biased decisions and actions toward the correction of performance problems.  Once careful investigation is complete, logical analysis of the resulting information yields problem areas that can then be targeted for change in order to correct the performance gap.

 

Typical Tasks Include Required Knowledge Required Skills Expected Results

Ø       Assess performance areas of concern through in-depth communication with stakeholders.(M)

 Ø       Isolate and clarify factors involved with the problem.(M)

 Ø       Identify possible solutions for the problem and make recommendations.(M)

 Ø       Design and develop (or facilitate these activities) the solution(s) selected.

 Ø       Facilitate the implementation process.

 Ø       Evaluate the resulting outcomes of the implemented solution(s).

 

Ø       Knowledge of the performance consulting process.

Ø       Details about the performance gap in question, stakeholders, and any other elements involved.

Ø       Familiarity with the business workings and processes.

Ø       Understanding of the political structure of the organization.

 

Ø       Ability to see clearly and to find areas of performance concern.

Ø       Ability to ask the right questions to auger in on issues.

Ø       Ability to analyze information to discover problem causes.

Ø       Ability to understand the implications within data and to create recommendations from the findings.

Ø       Ability to clearly communicate the findings and recommendations.

Ø       Ability to design and develop interventions.

Ø       Ability to facilitate implementation of interventions.

Ø        Ability to evaluate the outcomes of actions and determine effectiveness.

 

Outputs:

Ø       Analysis report describing performance gaps.

Ø       Recommendations for interventions.

Ø       Intervention design and development.

Ø       Evaluation report describing effectiveness.

Outcomes:

Ø       Improved work effectiveness.

Ø       Potentially increased profits and/or reduced costs and/or improved quality.

 

 
 

go to Top