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As training professionals, it is our job to provide knowledge and skills to employees so performance improvement on the job can have an immediate impact. Unfortunately, there is a belief within many companies that training is the answer to every performance problem/issue. In fact, studies have shown that billions of dollars are spent and wasted yearly on training that was unnecessary and, as a result, training often takes the blame for the lack of success. This also creates a perception that training is seen as more of an expense rather than a benefit/investment to the organization. When we consider many companies are looking to trim costs any way they can, training professionals have an opportunity to expand the view of training by positioning themselves as performance consultants. The performance consultant will go above and beyond the training role and become more of a detective, gathering facts and data to determine causes and solutions and, often, non-training solutions. This approach could have a significantly positive impact on the companies’ bottom line.
At Langevin, we offer a Consulting Skills for Trainers course, as well as the Certified Performance Consultant program, that will surely set you up for success as you begin the process of transitioning your role from trainer to performance consultant. We will take you through a thorough 5-step process where you will learn how to:
1. Engage clients – Develop and maintain a solid understanding of the organization’s business functions and processes, establish a common ground with the client, take the time to understand the client’s reality, set common goals for each stage of the consulting process, etc.
2. Identify Needs – Conduct a discovery meeting to determine what task is not being done, gather facts about the performance need, get the client thinking in terms of a performance need rather than a training need, identify a target against which you will measure success, and identify where to go for additional information.
3. Determine Causes – Analyze the data you collected (e.g. interviews, surveys, records, observation) to pinpoint the cause of the performance gap, validate your analysis with the client, and determine next steps.
4. Implement Solutions – Identify possible solutions, rate them (if required), identify any barriers to their implementation, and select the right training or non-training solution.
5. Measure Results – Develop a measurement plan, monitor progress of implementation and reaction to the solution, compare actual measures against required, debrief the client, document lessons learned, communicate successes, etc.
If you are ready to take your training department to the next level, explore valuable interpersonal skills, and focus on a collaborative approach, we invite you to experience performance consulting at its best and become a Certified Performance Consultant.