Trainer vs Performance Consultant


Published on

Pretty basic, but it gets the idea across. It did help set the stage in one department I led, where we aimed to morph into performance consultants.

Published in: Technology, Business
1 Comment
  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Trainer vs Performance Consultant

  1. 1. Trainer vs. Performance Consultant What’s the difference? How do we get there?
  2. 2. Trainer Respond to Training Requests ADDIE Process  Analysis  Design  Development  Implementation Instruction  Evaluation TAugust 2003 Performance Development 2 PC
  3. 3. Performance Consultant Business Partner Wider Array of Diagnostic Tools Systems Approach Expanded Solutions A Different Philosophy A Bigger Tool Kit TAugust 2003 Performance Development 3 PC
  4. 4. The Consultant’s Curse If your only tool is a hammer… Everything starts to look like a nail! TAugust 2003 Performance Development 4 PC
  5. 5. Key Differences Trainer Perf. Consultant Focus Learning needs Performance needs Structured learning Solutions that change Output experiences performance Accountability Training activity Better business results Participant reaction & Performance change Measures learning & ROI Training needs: Assessments Performance gaps knowledge and skills Relationship to Org Produces measurable Cost center Goals results TAugust 2003 Performance Development 5 PC
  6. 6. PC as Business Partner Demonstrate Business Knowledge Get Involved with Business Issues Coach the Client Become a Single Point of Contact Proactively Identify Opportunities for Performance Solutions TAugust 2003 Performance Development 6 PC
  7. 7. Diagnostic Tools Performance Analysis Process Training Needs Analysis: Surveys, Interviews, Focus Groups, and Observations Force Field Analysis Root Cause Analysis (Fishbone) Climate Surveys Process Mapping …and more… TAugust 2003 Performance Development 7 PC
  8. 8. Systems Approach Strategy Clear Expectations Feedback Loops Policies Business Processes Training Job Profiles/Fit Org Structure Tools/Technology Competencies Reward Systems Environment/Culture TAugust 2003 Performance Development 8 PC
  9. 9. Expanded Solutions Strategic Planning Expectations/Feedback Selection Process Training Compensation/Incentives Process Redesign …and more… TAugust 2003 Performance Development 9 PC
  10. 10. So Now What?Subtitled…“Meanwhile, back at the ranch…” TAugust 2003 Performance Development 10 PC
  11. 11. Monday, Monday Never try to eat an elephant in one bite Focus on step one:  Over-define the problem  Document everything Problem-solve to the edge of your comfort zone Bring in reinforcements as needed; but remain the contact point TAugust 2003 Performance Development 11 PC
  12. 12. That’s it from me Now it’s your turn…
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.