Coaching

Sometimes clients request expert guidance as they lead their organizations to better performance. PDL is skilled at coaching of both executives and of internal support teams.

Executive Coaching

For individual executives and executive teams, PDL offers coaching and guidance in the following areas:

  • How to design and implement an effective performance-based measurement and management system
  • How to design and lead a “process-centered organization”
  • How to design functions, jobs and roles for better performance
  • How to coach employees for better performance
  • How to get the most from IT
  • How to establish an internal performance consulting service

Internal Consultant Coaching

Many organizations have various departments and experts whose mission is to assist the organization in improving performance. Whether these disciplines are centralized or distributed, whether they are housed inside OD, HR, Training, Process Excellence or IT, PDL has a successful history of coaching the individuals to success. The genesis of our approach is found in the pioneering work of Geary Rummler and Dale Brethower at the University of Michigan in the 1960’s. The first performance consulting department in the world was formed by Ed Feeney at Emory Freight, after his attendance in the earliest version of a performance consulting workshop taught by Geary and Dale. In the 1970’s Rummler developed the consulting methodology and toolkit, and coached the executive team, for Xerox. In 1982 he built the first management system for a training and performance consulting department at Motorola, which eventually became Motorola University. Today the PDL partners and consultants continue to refine the models and practical tools for the internal performance consultant.

Our Services

PDL helps clients expand their internal consulting capability by providing performance training and mentoring to client staff in Training, Organization Development, Organization Effectiveness, Human Resources, Process Improvement, Quality and Six Sigma functions.
PDL provides consulting support for any of the following:

  • Leadership of Demonstration Performance Improvement Projects PDL leads by example with an internal improvement team that acts as participants and assistants while learning: More effective improvement project leaders Needs addressed include: Stalled or ineffective improvement projects Complaints about team leadership Uncertainty about leadership role No prior success model
  • Transition from “Training Shop” to Performance Consulting Proven transition for organizations that want a focus on performance and results and less on training activity: More results Needs addressed include: A vision of transforming the training organization not implemented Stumbles along the way in transformation already underway
  • Mentoring/Coaching to Internal Performance Consultants Experience-based advice for success to novice or experienced internal consultants: More successful consultants and better results from their efforts Needs addressed include: Inexperienced internal consultants Lack of a model for success for internal consulting
  • Design of a Results-Focused Training Department Complete design for organizations that provide training and development services, including definition of mission, goals, strategies, processes, roles and jobs, and management system: Effective training service Needs addressed include: Organization wants a training & development service Uneven results from existing training services
  • Design of Performance Consulting Department and Management System Complete design for organizations that provide internal consulting services, including definition of mission, goals, strategies, processes, roles and jobs, and management system: Effective performance consulting service Needs addressed include: Organization wants a performance consulting service Competition or confusion among staff groups that provide improvement services Uneven results from existing performance consulting

Process Improvement/Management Coaching

PDL partners and consultants have redesigned hundreds of business processes and installed process management systems in a huge variety of organizations.  In addition, they have coached and aided internal practitioners in designing and installing improved processes.  PDL knows the challenges and pitfalls of process work and the specific techniques for successful process improvement and management, and they are ready to share that knowledge with you.

Process Implementation Planning and Support

Coaching for getting new or redesigned processes successfully institutionalized.  The objectives are to get process designs in place, process performers ready for implementation, and new practices installed.

Needs addressed include:

  • Failed process improvement efforts
  • Good designs that never get implemented
  • Slow, unsatisfactory implementation progress
  • Organizational history of poor implementation

JIT Coaching

Expert advice and real-time instruction in process improvement methodology, tools and techniques for process improvement teams, help in integrating different improvement approaches into a coherent methodology:

Effective and efficient process improvement projects

Needs addressed include:

  • Stalled or uncertain improvement teams
  • Delays in critical projects
  • Requests for help from improvement teams
  • Disagreements about methodologies or tools

Our Experience

The genesis of our performance consulting practice is found in the pioneering work done by Geary Rummler and Dale Brethower at the University of Michigan in the 1960’s. The first Performance Consulting Department was formed by Ed Feeney at Emery Freight who was a graduate of the earliest version of our Serious Performance Consulting workshop taught by Geary and Dale at Michigan. In the 1970’s Rummler developed the consulting methodology and toolset for Xerox. In 1982, Rummler built the first management system for a Performance Consulting function at Motorola. Geary’s latest book, Serious Performance Consulting According to Rummler, documents our state of the art approach to performance consulting. Today, Dr. Rummler and the PDL partners continue to refine the models and develop practical tools for the performance consultant.

Contact us to learn more about what our Performance Consulting Practice can do for you.