Performance consulting focuses on training people to be more effective at work or personally. It aims to help people work smarter, not harder. The key steps include defining desired and actual performance, determining any gaps between them, and identifying the root causes of those performance gaps in order to select interventions that will effectively address and close the gaps.

1. JOB AID: SHIFTING FROM TRAINING TO PERFORMANCE (John J
Halmon)
(From Deterline, W.A. and Rosenberg, M.J.,1992).
Performance consulting is a sub discipline of management consulting that focuses on
training people to be more effective in the workplace, or in their personal lives. Its goals
can be summarized in the slogan quot;work smarter, not harderquot;. (www.wikipedia.org)
Steps 1 & 2: Define Desired and Actual Performance
First Things First: Specify the problem in terms of performance.
Step 3: Define Performance Gaps
Once you have described performance in observable and measurable terms, stating the gap
is often a matter of arithmetic—just subtract the desired from the actual.
Step 4: Determine the Root Causes of Performance Gaps
We should only select interventions that will fix the cause of the gap. If we select an
intervention that does not fix the root cause of the gap, there will be no positive change in
performance.
Useful Websites: www.superperfomance.com and www.ispi.org