What is Performance Consulting?

In an attempt to accomplish Organizational goals and to meet new challenges in new ways, human resource departments are shifting from traditional training methods to performance consulting. Performance consulting is: "a process in which a client and consultant partner to accomplish the strategic outcome of optimizing workplace performance in support of business goals." The performance consultants by employing a combination of skills and interventions help clients realize desired goals.

The performance consultant (PCs) working in collaboration with management try to achieve performance excellence. The PCs attempt to develop strategies which are unique for each client and matches with the goals and vision of the organization. It is thus; customized to the needs of individuals, departments, project teams which allows the development of plans that addresses competency gaps.

Performance consulting makes use of performance Improvement Model to analyze and solve performance problem in a systematic way. The performance Improvement approach determines the gap between desired performance and current performance, identifying the root causes of the gap and applying the most appropriate solution to improve performance.

Performance Consultants differ from HR managers in the sense that they focus primarily on helping organizations find performance solutions in a systematic manner, making use of OD tools, techniques and strategies. Being outsiders to the organization, they bring into a different perspective that is useful to the client. The PCs try to differentiate between performance problems caused by the job, the workplace environment, the organization and the actual worker.

Robinson and Robinson in their book “Performance Consulting” outline the following characteristics of performance consulting:
• identifying strategies and recommendations directly linked to organizational and business goals
• contracting with leadership to take the actions needed to support improved and/or different performance, including organization development and human resource development
• working in a consultative manner to become a valued business partner
• transitioning a focus on training to a focus on performance improvement

Thus, Robinson’s four-part book discusses about One, getting someone to take responsibility for performance training; Two, having a performance relationship map to help you design and complete performance assessments and illustrates the interrelationship between training, performance, work environment, and business needs; Three, discusses implementation; and Four, shows how performance improvement departments differ from training departments and answers questions about how you can get from where you are to where you need to be.

Performance consulting is changing the face of traditional training departments by providing a wide range of potential solutions that include in-depth needs assessment, planned change consultation and interventions. To conclude, the essence of Performance Consulting can be summarized in the slogan “work smarter not harder”.