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To involve the client(s) in a discussion about a performance issue
that needs attention |
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A scheduled meeting with a key decision-maker to discuss the performance
issue |
Awareness of an opportunity to apply the PI methodology can come through a
request for assistance from someone within your organization or from another
organization.
Often, the opportunity to improve performance comes in the form of a request
for training. While we know that training is sometimes an appropriate intervention
to address a performance gap, it is not always the best answer. Even so, tact
should be used when suggesting the PI process rather than just training. When
a potential client says, “We need a three-day class on X,” restrain
yourself from replying, “Well, hold on there! Training probably isn't the
right answer.” Such a response might send the person looking for a training
class elsewhere. Instead, answer positively and then obtain agreement for further
investigation: “Sure, we can help with that! Can we talk about it some
more?”
With increasing frequency, potential clients are requesting assistance in using
PI to address a specific performance issue in their organization. As we educate
more people in the process, we expect this trend to accelerate.
Other opportunities for a PI investigation may arise when:
- A new job is being created
- A group of trained workers is still not doing as well as someone thinks
they should
- A nagging “employee issue” keeps coming back to haunt an organization
- Performance is inconsistent; some workers are doing great while others are
struggling
- Performance is not what it should or could be.
Regardless of the topic of the first meeting, the best outcome is to arrange
a second meeting at which you can gather more information.
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