Certified Performance Consultant (CPC)

It’s not a fad. It’s not a trend. In fact, its time has come. This workshop focuses on why we, as training professionals, need to make the transition to performance consulting if we are to survive and thrive within our organizations.

  • Determine how successful performance consultants operate.
  • Identify eight steps in the consulting process.
  • Contract for results, not just training activities.
  • Practice how to gain management's commitment to performance consulting.
  • Use a sixteen-step plan to build alliances with line managers.
  • Build a performance consulting plan and gain management's agreement.
  • Select what to include in a client service agreement to address performance issues.
  • Market performance consulting services to prospective clients.
  • Apply lessons learned from other organizations that have transitioned from traditional training to performance consulting.

This workshop requires successful completion of a performance component for a participant to earn certification.

After this workshop you’ll b able to move more deftly through the organization to identify and solve performance issues that impact the bottom line. You’ll not only have the skills and knowledge to “get a seat at the table” but contribute while you’re there – a non-negotiable in today’s marketplace.

Workshop Content:

  • Review workshop content and objectives
  • Inventory your skills
  • Set personal objectives for this session

Unit 1: Performance Consultant's Role

  • Describe what performance consulting is
  • Determine benefits of performance consulting
  • Review a consulting continuum, enhanced roles for the trainer
  • Complete a performance consulting skills inventory
  • Compare trainer vs. consultant vs. change agent

Unit 2: Performance Consulting Process

  • Identify changes to anticipate with the transition
  • Transition to Performance Consulting
  • Define the eight-step consulting process
  • Describe how to contract for results

Unit 3: Diagnosing Performance Problems

  • Sort training and non-training issues with performance analysis
  • Review other barriers impacting performance
  • Conduct goal analysis
  • Develop a performance plan: overview and example
  • Use a performance plan checklist
  • Determine how to include management in analysis

Unit 4: Working With Line Management

  • Build credibility and increase your influence
  • Check your influencing style, Consulting Incidents Inventory
  • Identify how to be responsive to the organization's needs
  • Develop partnerships with line managers
  • Determine steps to increase leverage with others

Unit 5: Face-to-Face Skills

  • Practice putting the eight-step consulting skills process in action
  • Determine how to conduct client interviews:
  • I: assessment interview
  • II: benchmarking interview
  • Define how to conduct feedback meetings and gain agreement

Unit 6: Strategic Planning for Performance Consultants

  • Put the plan together
  • Determine how to market performance consulting services to prospective clients
  • Demonstrate Level Three and Four evaluation of performance consulting
  • Complete a Strategic Planning Case Study

Unit 7: Implementing Performance Consulting

  • Identify strategies and tactics
  • Complete a performance consulting summary inventory
  • Summarize and complete your action plan

Each participant who wants to earn “Performance Consulting Certification” is required to complete a project within two months from the end of the three-day workshop. A project description is submitted to the instructor using a specific format. A teleconference call (in groups of six participants, allowing about 20 minutes per participant) is used to complete the debriefing of the projects reported by the participants.