Strategic Partnering for Human Resources, OD and Learning

Performance Consulting Workshops:

Skill-building workshops result in enhanced capability of people within your department or function to design, conduct, and report results from performance assessments. All workshops are facilitated by certified EP consultants.

Participant Feedback from Performance Consulting Workshops

“Great value overall! Very pleased I came!”
“It was great having time to role play being a performance consultant in a structured environment”
“I will be able to use some of the key tools in the content right away when I return to work.”
“Great prep for my new role! Thanks for the timeliness. It will serve me well.”
“Excellent class!!! I look forward to discussing with my team ways in which we will be using the process as OD specialists.”

Workshop Modules – Performance Consulting Partnering Skills

An in-house workshop can include any or all of the following modules and objectives. All workshops integrate action planning and coaching to support effective learning in the workshop and the application of the practices and tools upon return to the workplace. Over 60%of workshop content is hands-on.

Principles and Concepts

The definition of performance consulting
Your role aligning the four types of needs
Differentiate among business, performance, work environment, and capability needs.
Utilize the Should-Is-Cause framework of the GAPS! Map to organize information that is known regarding a specific client situation, determining information that is unknown and critical to obtain.
Clarify the difference between work that is strategic, tactical, and transactional using criteria to identify strategic opportunities.
Explain the steps in the Performance Consulting Process.

Partnering Skills

Clarify the difference between sustained and project clients.
Use criteria to determine the “true” client for a specific project, applying appropriate tactics to gain access to this individual.
Identify those individuals who qualify as sustained clients, forming a relationship strategy to deepen the partnerships.
Use the ACT model (Access, Credibility, Trust) to grow relationships with clients.
Adapt a tool used to seek feedback from clients on the quality of partnering which is being provided.

Reframe Solution Requests

Ask SHOULD-IS-CAUSE questions, using a logic path, to reframe solution requests into discussions of the performance and business results the client seeks.
Use SHOULD-IS-CAUSE questions when responding to tactical and transactional requests.
Determine if a situation should be managed strategically or tactically.
Determine when to exit a situation.
Utilize “push-back” techniques when the results the client seeks, and the actions the client is wanting to take, are not aligned.
Use a “yes, and” approach to enhance potential results from tactical solutions.

Identify Strategic Opportunities Proactively

Initiate and conduct conversations with clients to identify, in a proactive manner, strategic opportunities on which to partner.
Gain in-depth knowledge of a client’s business goals and challenges.
Facilitate discussions with a client in which the performance implications of business goals are identified.

Performance Consulting Workshops – Performance Assessment Skills and Techniques

Exemplary Performance also offers a variety of modules and workshops in performance assessment. Please call us and we can discuss your particular needs and put together a development plan that will work for you and your team.

Development Options:

Data Collection Strategies

Explain the options for performance assessments: models, gap analysis, cause analysis
Select reliable sources and methods for each option
Determine which assessment to select for a given situation

Contract for Performance Assessment Projects

Form a performance assessment proposal to discuss with a client
Contract (reach agreement) with a client for conducting a performance assessment

Build Performance and Competency Models

Identify the differences between performance and competency models
Determine which model is appropriate for a specific client situation
Interview star performers, obtaining information required to build a model
Organize data from interviews into a competency and/or performance model

Design, Interpret, and Report Results from Gap and Cause Analyses

Design a survey to obtain gap and cause data
Identify patterns and draw conclusions from gap and cause data
Identify solutions to propose to clients that will close gaps and address root causes
Conduct a meeting with clients in which results are reported and discussed
Contract with clients for solutions to be implemented

ADVANCED Performance Consulting Practices and Job Aiding Based on the Work of Joe Harless Designing and Building Job Aids and Performance Support Tools (Updated Job Aids Workshop)

Determine whether a job aid or tool is appropriate
Apply criteria to determine the type and level of support tool required to meet objectives
Designing appropriate performance support tools
Testing and validating performance support tools
Establishing a continuous improvement and governance process

Front End Analysis Workshop
Training Design Workshop
Training Development Workshop

Format and Special Features of Workshops

Offered at your site
Generally two to four days long
Customized to develop assessment skills required by those who will be responsible for this work in their jobs
Can incorporate structured coaching for immediate guidance and feedback
Workshop participants receive the book Performance Consulting, Second Edition (April, 2008) and a Tool Kit on a CD-ROM, containing the proven, practical tools and job aids used during the workshop