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Organizational & team development
Instructional design & training
Assessments & evaluations

Human Performance Management

No matter how expensive the new IT system was, no matter how carefully processes were redesigned, if your people don't adapt to the new situation, the investment won't pay off. Improving human performance requires more than just training on the new system, more than bonuses and incentives, more than workflow analysis. Yet it may require all of these things, too. It starts with an in-depth analysis of the current productivity points, and getting clarity around the desired - the possible - levels of performance, followed by developing and prioritizing interventions to methodically eliminate obstacles to high performance. We specialize in the front-end analysis, and then work with you developing and implementing programs to achieve your company's performance goals. Review some of the Case studies to learn how we've helped organizations significantly improve performance.

Latest Performance Pointer

Is 'leadership' really a critical factor for corporate success?

Recently, a fellow consultant posted an interesting question on LinkedIn:

WHY is leadership important?

We hear lots on what leadership is, lots on how to develop leaders and leadership development, not so much on why leadership is important today.

It has been interesting to ponder this. Some people have said to me it is important as without it we would flounder, however with leaders developing at all levels in an organization things look a little different. Have we finally realized that people really ARE more important than hard, capital, financial assets and we lead people not things? Any thoughts on this?

Not surprisingly, most of the answers agreed that leadership is VERY important - except me, that is. Perhaps because I had just finished reading a book, that really made me look at, and think of, many so-called common truths in a very different light.

If You'd Only Known

One of the most common experiences among first-time managers is the sinking feeling of never going to be any good at this thing called management. If only they’d told you ahead of time what it would be like, you may very well have declined the honour ... How can anything be so frustrating, and how can anyone get anything done if you’re in meetings with your people all the time? The answer is simple; not easy, just simple. You’re no longer supposed to get things done (yourself). Let me qualify that statement: The things you’re supposed to get done are very, very different from what you used to do, before you became a manager.

Managers and The Performance Gap

Federally funded performance training for small businesses

• Are you looking for customized, in-house, performance improvement training and development for your employees – but have no budget?
• Would your company benefit from a tailored employee training program, aligned to the priorities of your business?
• Would you be interested in government-funded employee learning and development, to be delivered by a qualified training provider?
• Does your business have less than 50 employees, and have you been in business for at least one year?

If you have answered yes to any one of these questions, we would like to talk with you about a no-cost-to-you employee training initiative, funded by the federal government, to help small business owners grow their company. Call us for an appointment at 604-317-2234.

The “Workplace Training for Innovation Program” is a new initiative administered by the BC Government, and funded by the Federal Government, to help small business employers improve their business performance through customized training for their employees.
The program provides employers with up to $5,000.00 in employee learning funds. The application must be submitted in partnership with a qualified training provider. We do all the legwork; your business and your employees benefit. Win-Win.

Managing The Change Most Forget

Change management is a well-used term, bandied about whenever a new system is about to be introduced. Well-used, but poorly understood. “You need to sharpen your change management skills” managers are told, and sometimes even “We’re bringing in a change management expert.” And “We need a change management plan”.

It is encouraging that the topic of managing change comes up in these discussions at all. What kind of change? Well, for instance - introducing any kind of enterprise-wide technology solution, such as large-scale ERP software, or new and sophisticated Financial Management Systems. The unfortunate reality is that when senior (IT) management, or the system’s vendor, for that matter, talks about “Change Management”, they actually mean “Change Scheduling”. While Change Scheduling is important, it covers only the “what and when” and seldom the “how”. Allow me to explain.

Performance Pointers Archives