Performance Consulting: Moving Beyond Training

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In preparing for a recent move, I resolved to trim my overstuffed library down to the few books I refer to regularly. The Robinsons' classic guide on performance consulting was one of the first I set aside for packing.Performance Consulting takes a broad view of performance generally, both individual and organizational, and the inputs that go into producing it. Then it explains and illustrates a process for identifying performance gaps, analyzing their causes, and choosing from among the variety of solutions that might be implemented, often in combination, to bring what `IS' up to what `SHOULD' be. The chapter on "Developing Models of Performance" - including best practices and competency models - alone is worth the price of the book.The Robinsons emphasize the importance of solid data gathering to ensure accurate understanding of the problems and accurate evaluation of the effectiveness of the solutions. And they liberally illustrate their principles and techniques with examples from their own consulting practice with major corporations, many of them manufacturing companies. Even so, I found their examples enlightening and their templates and general principles readily translatable to other settings - including professional service firms, government agencies, and nonprofits - in my own consulting.The updated Second Edition contains most of the same material as the first, but adds two new chapters (one on "identifying performance consulting opportunities in a proactive manner" and the other a collection of FAQs) and also provides a web address for downloading and purchasing electronic versions of the Robinsons' templates. I found annoying the stylistic changes in this edition that came out of a collaboration with Ken Blanchard, who persuaded the Robinsons to develop some catchy acronyms for their models (e.g., the "GAPS! Map") and also, apparently, to liberally sprinkle the book with exclamation points. Those frothy additions detract from the solid substance of the book and are my only reason for rating the Second Edition with 4 stars instead of 5. Perhaps some readers will actually enjoy them.Even if your current arsenal does not extend beyond training solutions, Performance Consulting is a helpful book for learning to recognize when training is not the answer to a problem - and also, perhaps, for working yourself into a position with greater influence and a broader scope.

This is a well written and mostly clear text on performance consulting that goes in-depth into gaps analysis. The process is well outlined and if you're thinking of doing consulting work, this may just become a integral part of your process. The charts are excellent from a technical writing perspective and easily translatable to clients. I could not get access to the template forms online- this seems dated since it's been a while since this was published. That's too bad as it would be very helpful to have downloadable versions.

Good info

Ms Robinson's book is easy to read and her model is easy to follow.

Not what I expected. The title and the description was so deceitful.

simply simple. excellent storehouse of knowledge

Great book!

This book is a gem. I have been using their Gap Zapper for a few years now as a tool to help me spot the problem areas in development solutions so was very excited when this book became available.It can be difficult to read and understand first time round - it is a departure from most of the traditional training texts. Once you get that it is moving training and development away from reactionary service to performance focused proactive partner you can start to see the power of what they are saying. It is an American text and not everyone will warm to its stateside language.TNA/LNA in my experience has always been a bit of mythical creature - particularly when you are talking about behaviour and linking it to performance. This book helps you to identify what areas are causing the performance gap and how you can solve it. It helps the learning professional get to the heart of performance issues and explore the reasons why millions of pounds in training may not solve your issue. It helps you explain why managers need to take accountablity and responsibility for training initiatives and help embed learning in the workplace.If you have problems with training needs analysis, understanding why you still have performance problems when you have delivered training or even why some people will perform and some people won't - then this book will offer some insight for you.

About book -Awesome book for HRs and many new things can be implemented.