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The Performance Paradox

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Business Seed
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Training alone does not effectively solve performance problems. Research shows that 75% of performance issues are due to contextual factors, not lack of skills or knowledge of individuals. Simply sending employees to training does not create real performance change. An effective approach analyzes performance data, identifies the root causes, implements interventions to address the system issues, and manages change through evaluation and measurement over time. This holistic human performance improvement approach can sustainably improve sales, customer satisfaction, project outcomes, and more.

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The performance paradox Why training alone doesn't work
Wondering why Imagine you finally have the car of your dreams
安看稼糸艶姻庄稼乙w鞄霞?
安看稼糸艶姻庄稼乙w鞄霞? Why would you not borrow your brand new car to your 18 years old son, who just passed his drivers license after attending some classroom training on driving?
安看稼糸艶姻庄稼乙w鞄霞? Then why do you send your account managers to a sales training of a couple of days and expect them to be top performers thereafter?
The performance paradox A manager has a problem with the performance of his team The training doesn't solve the performance problem He requests a skills training for his people Training and trainer are blamed
What research says 75% of performance problems are to be searched in the context and not with the performers. Training is the easy way but not always the most effective Training focused on only the skills of the performers will omit 75% of the solution to improve the performance Put a good performer in a bad system , and the system will win every time
Consequences Training effects not more than 8% effective change Training creates no real effects on performance Delegates build resistance against all training efforts Delegates are trained out (e.g. burned out) Organization attracts superficial Enter-trainers After the training everything remains the same Lot of money, time and effort are wasted
Ideally you wanted Interventions with effect on the performance Sustainable effects on that performance Problems are solved in its roots Processes that are focused on performance improvement Organizational wide performance thinking A Pull towards training and development Delegates who are steering their own learning Empowered people who are motivated for change
The solution we offer A manager has a problem with the performance of his team He requests a skills training for his people Human Performance Improvement Approach
Here is how it works Performance analysis Cause analysis Intervention implementation Change Management Evaluation & Measurement
Applications Sales performance Customer satisfaction Internal serviceability (HR, Procurement) Employee satisfaction Problem solving capacity of an organization Project based working in an organization Any problem where there is a measurable performance And there is much more to measure than you think!
Applications We offer blended solutions: Consulting for systems performance improvement on line training for knowledge building Team based training /coaching for skills enhancing Leadership Coaching for attitude change
For more information Call us +32 473 462 376 Mail us [email_address] Or have us over to discuss your performance challenge Patrick Smits

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The Performance Paradox

  • 1. The performance paradox Why training alone doesn't work
  • 2. Wondering why Imagine you finally have the car of your dreams
  • 4. 安看稼糸艶姻庄稼乙w鞄霞? Why would you not borrow your brand new car to your 18 years old son, who just passed his drivers license after attending some classroom training on driving?
  • 5. 安看稼糸艶姻庄稼乙w鞄霞? Then why do you send your account managers to a sales training of a couple of days and expect them to be top performers thereafter?
  • 6. The performance paradox A manager has a problem with the performance of his team The training doesn't solve the performance problem He requests a skills training for his people Training and trainer are blamed
  • 7. What research says 75% of performance problems are to be searched in the context and not with the performers. Training is the easy way but not always the most effective Training focused on only the skills of the performers will omit 75% of the solution to improve the performance Put a good performer in a bad system , and the system will win every time
  • 8. Consequences Training effects not more than 8% effective change Training creates no real effects on performance Delegates build resistance against all training efforts Delegates are trained out (e.g. burned out) Organization attracts superficial Enter-trainers After the training everything remains the same Lot of money, time and effort are wasted
  • 9. Ideally you wanted Interventions with effect on the performance Sustainable effects on that performance Problems are solved in its roots Processes that are focused on performance improvement Organizational wide performance thinking A Pull towards training and development Delegates who are steering their own learning Empowered people who are motivated for change
  • 10. The solution we offer A manager has a problem with the performance of his team He requests a skills training for his people Human Performance Improvement Approach
  • 11. Here is how it works Performance analysis Cause analysis Intervention implementation Change Management Evaluation & Measurement
  • 12. Applications Sales performance Customer satisfaction Internal serviceability (HR, Procurement) Employee satisfaction Problem solving capacity of an organization Project based working in an organization Any problem where there is a measurable performance And there is much more to measure than you think!
  • 13. Applications We offer blended solutions: Consulting for systems performance improvement on line training for knowledge building Team based training /coaching for skills enhancing Leadership Coaching for attitude change
  • 14. For more information Call us +32 473 462 376 Mail us [email_address] Or have us over to discuss your performance challenge Patrick Smits