Here’s how I view performance design and how it relates to business strategy.

The more I apply performance consulting, the more I see it as business consulting with a L&D /HR twist.

This infographic captures: 

1. The need to start by aligning with business STRATEGY

2. Identify PERFORMANCE OUTCOMES that matter and address pain/gain in relation to that strategy

3. Identify high-value TASKS by priority audience groups, in specific environments/conditions

4. Then, focus on key challenges which tend to fall out as people or environmental elements (though there’s a massive overlap/interplay between them)

5. Consider possible approaches along the same lines.

This pic provides a mental model to contextualise such work but, for a more practical L&D application, check out the (free) Performance Canvas here.

 

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