Is this you? Who we
can help...
This page describes:
We work with performance professionals and their customers...
You’re
responsible for a human resources or development function
like:
- talent management
- human resource development
(HRD)
- training, or
- leadership development.
You’re
responsible for a performance improvement function
like:
- organizational development (OD)
- operations excellence (OE)
- process improvement, or
- a project management
office (PMO).
Or you’re an
executive or line manager directly responsible for:
- turning strategy into
results
- creating a
high-performance culture, or
- getting the best from your
people.
Are any of these scenarios true for you?
Performance
issues
You’re not
satisfied with the performance
of specific areas, functions or teams in your organization – or
you'd like to improve upon even high levels of performance. Where would positive changes in performance have a big impact on
business results?
You’re not satisfied with the impact of performance improvement initiatives. You’d like to see clearer links to business
results, better use of resources and bigger behavior changes. And better integration – to see key initiatives become an integral part of the organization's culture and daily operations.
Applications
You have challenges with the following human performance applications:
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Performance
analysis and design:
You’re not consistently troubleshooting, optimizing and planning the performance of
managers, teams and individual contributors. You
may struggle to:
- identify
high-payoff opportunities
- define great performance in
precise terms, and
- engineer environments that support
high performance.
Alignment: You see
people not working together effectively to achieve organizational
goals. Common difficulties relate to lack of alignment: - among managers at different levels of the organization
- cross-functionally (ie, "silo" behavior)
- among members of a team (or between teams), or
- between various performance improvement initiatives.
Training:
You struggle to:
- identify where learning initiatives can drive business results
- design and implement them quickly and cost-effectively, and
- implement them so they produce behavior change.
Best practices (knowledge management):
You're not capturing and leveraging the "internal best practices" that
distinguish top-performing managers, teams
and individual contributors from their peers. Or those best practices
are not being effectively transferred to others through: - learning initiatives
- competency models and systems, and
- performance management systems.
Implementation
planning (change management): You're not getting projected benefits from major changes like: - strategy execution
- culture change
- mergers and acquisitions
- reorganizations or
process changes
- IT systems
implementations, or
- performance improvement initiatives.
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Tools and transformation
Although many performance improvement toolkits provide great results their use is limited to a relatively few highly-trained specialists. Many of the toolkits in use today
– such as Lean/Six Sigma, PMBOK, Human Performance Technology
(HPT)/Human Performance Improvement (HPI) and many OD/OE/CM methods: - are too complex to be widely used
- require large projects and high resources for significant payback, and
- do not address a broad range of human performance improvement applications.
Because of their relative complexity these
tools are often hard for our internal customers to understand, remember
and use. When we "speak a different language," stakeholders may
not:
- treat us as strategic business partners
- leverage important tools broadly, and
- achieve critical business results.
Consider the possibility for transformation by
providing simple-yet-powerful, plain-language tools throughout the
organization. What's the potential impact of involving everyone
in planning, optimizing and troubleshooting performance.
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Next you might want to learn about Expected Results or How We Work.