IF not us, WHO? If not now, WHEN?
When the global economy is slowing crawling back to its original form, this situation offers a tremendous opportunity to those in training & development to rise up to this occasion. Management today seeks out those people who can partner them to install the performance required by organizations to win back the lost ground.
We must evolve from training to performance perspective. Performance consulting is the process by which we can work with the management to identify and achieve performance excellence linked to business goals.
Role of Performance Consultant
Following points can describe the role of a Performance Consultant
1. Focus: Identify and address performance needs of people
2. Output: Provide services to assist in changing or improving performance
3. Accountability: Held accountable for establishing and maintaining partnership with business leaders.
4. Measures: The results of training and non training actions are measured for performance change & cost benefit.
5. Assessment: Assessments are completed to determine performance gaps and reasons for these gaps.
6. Relationship to organizational goals: The function is viewed as producing measurable results like cost savings, increase in productivity etc.
Skills required for being a successful Performane Consultant
Four key areas of skill and knowledge is required by performance consultants to be successful
1. Business Knowledge
2. Knowledge of Human Performance Technology
3. Partnering skills
4. Consulting skills
Performance consultants are business people who specialize in Human performance.
How Performance Consulting moves beyond training
• Identify the primary forces, outside the control of the organization that will challenge the organizations ability to meet its business goals.
• Discuss the strategies and actions being taken by competitors and the implications of those actions for the organization.
• Skillfully use the business language- the language which is spoken throughout the organization.
Performance Consultant is a role and not a job. Its is distinguished from the role of a traiditional trainer by its focus on what people must do rather than on what they must learn