As Performance Consultants (PCs) continue to demonstrate their character and competence, their line leaders begin to trust them more and more.
From those initial getting-to-you-know-you chats to requests for help discussions, the give trust and return trust has been reciprocated and continues to strengthen the relationship. With each request/opportunity, PCs are demonstrating their character traits and further developing their Human Performance Improvement (HPI) technical competence and experience.
Following the HPI/HPT model gives the PC the ability to articulate the big picture of how this request, this performance gap, this project, relates to organizational goals thus illustrating a strategic mindset. And by following the related methodology, PCs demonstrate strong project management skills while implementing changes systematically; not just a quick course to fix a perceived knowledge gap or motivation problem.
So PCs become worthy of receiving their partners’ trust. Line partners in exchange merit their trust by giving it. Are you trustworthy as a Performance Consultant? Do you have the necessary competencies to tackle the additional performance solutions? Stay tuned for more blogs on what those competencies are and why they are so helpful for PCs. -VB
Covey,SR. The 8th Habit: From effectiveness to greatness, USA, Free Press, 2004.
Weiss, A. Organizational Consulting: How to be an effective internal change agent, USA, Wiley, 2003.