Trainer

vs.
Performance
Consultant

What’s the difference?

How do we get there?
 Trainer
Respond to Training Requests
ADDIE Process
 Analysis
 Design
 Development
 Implementation Instruction
 Evaluation

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 Performance Consultant
Business Partner
Wider Array of Diagnostic Tools
Systems Approach
Expanded Solutions

A Different Philosophy
A Bigger Tool Kit

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 The Consultant’s Curse
If your only tool is a hammer…

Everything starts to look like a nail!

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 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

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 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

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 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…

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 Systems Approach
Strategy
Clear Expectations
Feedback Loops
Policies
Business Processes
Training Job Profiles/Fit
Org Structure
Tools/Technology
Competencies
Reward Systems
Environment/Culture

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 Expanded Solutions
Strategic Planning
Expectations/Feedback
Selection Process
Training
Compensation/Incentives
Process Redesign
…and more…

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 So Now What?

Subtitled…

“Meanwhile, back at the ranch…”

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 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
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That’s it from me

Now it’s your turn…