Performance Consulting

Often, I am confronted with questions that seek to dig out how we would succeed as a #PerformanceConsulting Company’ and how do we typically start our #engagement. It’s easy to get defensive and lose focus. But that’s not the right reaction.

We see this as an #opportunity to build #trust and #buyin. If we have been hired by the #Board, #Founder or the #CEO, this is time for us to diffuse the stress in the #Management Team and tell them that we are there to add to their bandwidth to address their pain points or burning issues. To design some solutions using their experience and ours.
In more mature organizations we may be there to solve some really hard issues, help them discover their #BHAG, #NorthStar, develop or implement a new #Competitive #Strategy, implement a new Org. #Structure or some other heavy-lifting project. In such situations, it is important to demonstrate real capability through some real case discussions and some early interventions. It helps establish authenticity and makes us more acceptable.

#Performance improvement will remain a loosely defined domain unless you identify the elements of performance that are inefficient and examine the managers’ accountabilities towards these. The answers are clear. They have either failed to identify these factors correctly, or they have failed to work on those adequately. It's loose-loose both ways. Hence they are where they are.

And that’s where you come in, don’t you?

#leadership #cooperation #team #culture #ethics