Performance consulting: A new discipline is emerging in the world of work. Performance consulting is the practice of using a "framework for performance excellence" to diagnose or prevent workforce performance problems. PBI uses our Performance Equation both to teach (understanding the components and the flow; building a performance management system around this framework) as well as to diagnose performance challenges "real time" in either a classroom or coaching venue.

Employee commitment and competence: We use the terms employee and workforce to apply to all levels of the organization. Commitment is the "willingness." Competence is the "ability." When you maximize both ... you will maximize your workforce's performance. PBI believes that measuring "commitment" is more powerful than measuring morale or satisfaction. We have a "Continuum of Commitment" (from "compliance" to "commitment") that helps managers and employees identify where they are on that commitment line and how to move that "x" to the right (high commitment).

Performance expectations and feedback: Our experience is that this is a hugely underleveraged area. The best leaders (and managers) understand the power here. Leaders should communicate their expectations in a "results-based" manner to end up with expectations that are shared and jointly "owned." Then, their feedback will be credible - if it is timely, specific, and in context. We are experts at improving this piece of the performance management system.

Recognition and rewards: A significant part of the PBI philosophy and approach is creating timely, specific, and tailored recognition and reward strategies. We say that these should "fit like a glove and not like a mitten." This is not difficult if you get to know your people, find out what motivates them, and even ask them how they like to be recognized/rewarded.