What Is Performance Consulting?

Performance consulting is a strategic approach in which learning leaders partner with business stakeholders to identify performance challenges, determine their root causes and recommend the most effective solutions.

While training may be part of the solution, performance consulting starts with a broader question: What is preventing the desired performance, and what will actually fix it?

Overview

Learning leaders often serve as performance consultants within their organizations, and consulting is one of the key competencies in the Training Manager Competency Model™. By acting as a consultant, learning leaders can be strategic partners to other business leaders and ensure that training programs are aligned to business goals and focused on measurable outcomes.

A key principle of performance consulting is that not all problems require training. In some cases, the issue may be related to processes, tools or communication rather than a lack of knowledge or skill.

How Performance Consulting Works

At its core, performance consulting focuses on diagnosing the problem before prescribing a solution.

For example, if a business leader requests training to address a performance issue, such as unsafe cybersecurity behaviors, the learning leader should first investigate the root cause. This may involve conducting a needs analysis, interviewing employees and stakeholders affected by the problem, and observing workflows and systems.

The findings may reveal different solutions:

• If employees lack awareness or skills, training may be appropriate.
• If employees already understand expectations but need reminders, tools like job aids may be more effective.
• If barriers are systemic (e.g., unclear processes or conflicting priorities), non-training solutions may be required.

By taking this approach, organizations can avoid investing in training that won’t solve the problem and instead focus on interventions that drive real performance improvement.

The 5 Phases of Performance Consulting

Training Industry has identified five phases of performance consulting, which create a continuous cycle of activity: contracting, analysis, recommendations and agreements, implementation, and assessing results.

• Contracting: Clarify the business need, define roles and align expectations with stakeholders.
• Analysis: Identify the root causes of the performance issue through data collection and investigation.
• Recommendations and Agreements: Propose solutions and align with stakeholders on the best course of action, including whether training is appropriate.
• Implementation: Execute the agreed-upon solution, which may include training, tools, process changes or other interventions.
• Assessing Results: Measure outcomes to determine effectiveness and inform future decisions.

Best Practices for Performance Consulting

To be effective performance consultants, learning leaders should:

• Avoid being an order-taker: Don’t assume training is the solution. Use data to diagnose the real issue.
• Strengthen consulting and business skills: Develop capabilities such as problem-solving, stakeholder communication, negotiation and business acumen.
• Build strong relationships: Collaborate effectively with stakeholders at all levels to understand needs and influence decisions.
• Practice active listening: Listen carefully to both what is said and what is implied. Ask thoughtful follow-up questions and avoid jumping to conclusions.
• Measure and communicate results: Use data to demonstrate impact, guide decision-making and continuously improve learning strategies.

Related Content on TrainingIndustry.com:

• Internal Consulting Certificate
• 15 Performance Questions L&D Should Ask Before Delivering Training
• 5 Tips to Consider When Conducting a Needs Assessment
• What Makes a Great Training Organization?