|
Performance
analysis and design:
Planning, troubleshooting and optimizing the performance of people –
whether at the level of the organization, functions, processes, projects, managers, teams or individual contributors – by:
- identifying
high-payoff opportunities
- defining high performance in precise
terms, and
- engineering an environment that supports
high performance.
Alignment:
Aligning levels of management, cross-functional processes or teams – by building consensus on goals, the human performance needed to accomplish them, and how to support
that performance. Alignment often
precedes other applications.
Training
analysis, design and support: Providing high-impact, cost-effective training by: - identifying where
training can make a difference
- developing performance models (ie, performance analysis)
- designing effective training materials
and job aids, and
- planning for effective implementation.
Best practices initiatives (knowledge management):
Capturing the “internal best practices” of top-performing managers, teams
or individual contributors – and effectively transferring them to others.
Implementation
planning (change management): Planning and guiding the
effective implementation of:
- strategy execution
- culture change
- mergers and acquisitions
- reorganizations or
process changes
- IT systems, or
- performance improvement initiatives.
|