Performance improvement that starts with the cause
Many improvement efforts jump straight to solutions. We start by finding out what is actually limiting performance, because the fix depends on the cause.
Find the performance gap. We compare actual performance with the standard, using your data, observations and interviews, and size the gap in measurable terms.
Find the real cause. We separate knowledge and skill gaps from process, procedure, tool and motivation issues. Training only fixes some of them.
Apply the right solution. Targeted training, better procedures and job aids, AI tools or coaching. Whatever closes the gap at the lowest cost.
Measure and hold the gains. We track the measures we agreed on at the start, and adjust until the improvement holds.
Training is one lever of several
When people fall short of the standard, the cause may be knowledge and skill, but it is often clear expectations, usable procedures, the right tools, timely feedback, or the right person in the role. We look at all of them, and recommend training only when training will close the gap.
What we look at
- Expectations and standards: are they clear and known?
- Procedures, job aids and tools: do they support the task?
- Knowledge and skill: can people do the task under real conditions?
- Feedback and reinforcement: do supervisors coach to the standard?
- People and roles: is the right person in the right job?
We agree on the measures first
Before any work starts, we agree with you on how success will be measured: errors, rework, time to qualification, evaluation results, or another measure that matters to your operation. Then we report against it.
Typical measures
- Human performance events and error rates
- Time for new staff to reach proficiency
- Training development time and cost
- Qualification consistency and overdue items
- Accreditation and audit findings
Where is performance falling short?
Tell us about the gap. We will tell you plainly what will close it.