Our Services

Leveraging strengths and removing barriers are the guiding principles in everything we do.

All of our engagements will include some form of assessment, elements of change management and, often, coaching. Our approach for your project will be tailored to fit your particular situation. Contact us today to begin the conversation.

The services listed below represent some of the specific ways that Performance Improvement Consulting helps make work life better, both for yourself and your team.

Performance Needs Assessment

The most important service we perform is to ensure that we address the real problem. Accordingly, we conduct an assessment, typically a series of interviews with key people, to clarify the situation and uncover all the relevant factors. An action plan will then be developed that will focus on key strengths and root causes.

Change Management – “Making Change Stick”

Another hallmark of the Performance Improvement Consulting approach is change management. Every intervention (even an assessment) is a change. Making sure to incorporate features in every engagement that will help affected employees deal with their reactions to the change greatly helps implementation, acceptance, and sustainability.

Beyond change as a natural side effect of other interventions, we can address Change directly. This category of solutions addresses a variety of issues surrounding change, focusing primarily on helping those affected by the change to deal with the change itself and, more importantly, on their emotional response to it.

  • Change Readiness Assessment – survey of a representative sampling of management and workforce with analysis and recommendations. Flat rate price based on company size. Call for details.

  • Workshops – customized workshops that speed the implementation of changes, reducing cost and maximizing planned benefits.

    • Managing Transitions (for managers) – education for managers on do’s and don’ts for smooth implementation of change initiatives.

    • Dealing with Change (for affected workforce) – acknowledging the natural stages of transition when faced with change, enabling employees to deal effectively with their emotions and move more quickly to effective implementation of “the new normal.”

Coaching for Performance

Behavior changes require consistent repetition and follow-up over a period of time to develop into new habits. To the extent that individuals need support and guidance to apply new skills and strategies, coaching may be incorporated into an engagement.

When considered on its own, coaching is aimed at improving performance, regardless of current performance level. Even the best players in every sport have coaches. The coach’s role is to bring out the best in the performer, helping him or her to make the most of their strengths in their current situation and pointing out areas for improvement.

Situations where coaching can help are:

  • Transition to a new role

  • Development for promotion to increased responsibilities

  • Sustaining superior performance

  • Improving substandard performance

Team Building

In most organizations, teams and working groups are constantly forming, disbanding, and re-forming. Knowing the typical stages of team development and how to move through them to form high performing teams will yield big returns in both productivity and profit. Themes we address are:

  • Issues common to all teams

  • Special Needs

    • New working relationships

    • Intact Teams

    • Task Forces/Work Groups

    • Virtual teams

  • Being an effective team leader AND being an effective team member

Training Design & Development

If people are not doing what they’re supposed to be doing or not HOW they’re supposed to be doing it, there are several possible causes:

  • it’s new to them

  • they used to know how, but forgot

  • they’re punished for doing it

  • they’re rewarded for not doing it

Training is the appropriate solution for the first two situations above, but not for the last two. Finding out what’s behind non-performance is critical to designing an effective training initiative. Of course, a profile of the prospective trainees, the environment in which the training will occur, and other factors play important parts in the design as well. We are skilled in working with subject matter experts in developing training for most delivery options, including online, instructor-led (face-to-face or virtual), or blended.

Process Improvement

There are four situations where looking closely at processes and their effectiveness can yield big savings:

  • When a new line of work is being introduced, requiring a process to be developed

  • When there is a significant change to an established process (new technology, for example)

  • When the output of an established process is trending below its typical standard

  • When the process, or key portions of it, is consistently questioned by those who perform it

While people are the most important resource in any organization, the work can’t get done effectively without processes. Processes, though, can become messy from lack of attention -- similar to your garden getting overgrown if you don’t pull weeds periodically. To help with this “weeding,” we apply appropriate Lean Six Sigma Tools to map your processes and point toward more effective options.