Moving from Training to Performance Improvement Consulting is easier if you are starting from a position of doing performance-based Training than some other kind of Training.

Let’s look at Organization & Job Design or Redesign.

One client used my PACT methods – as I had explained that they could be used – to redesign two jobs into three – for an ROI of 360% worth millions of dollars. I merely coached the project at the very beginning – and once they got started the path forward was pretty logical.

See the write-up on this in one of my old newsletters from the spring of 2000 here – starting on page 5.

I created the PACT methods from the very beginning to be a sub-set of my EPPI methods – ISD being a subset of HPT. I wanted my staff consultants to conduct our ISD efforts – and be able to serve our clients in addressing the performance gaps uncovered in analysis that were caused by “other than Knowledge/Skill deficits” if the client needed help in tackling those too.

Sometimes it is necessary to address the non-K/S issues prior to addressing the K/S issues – in fact most of the time.

The analysis methods are covered in my new book – out last month.

The journey From Training to Performance Improvement Consulting is the subject of my next book – which I hope to have out by the end of this month (July).

For more information on those two books – and the 4 other new books – please go here.

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