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We Are All Performance Consultants | Recorded Webinar

Brainstorming - Business

60 minutes

We are all are performance consultants no matter our role in the learning and talent development space. This session explores how performance consulting has been integrated into the learning and talent development field and will define specific roles, particularly those in the four major phases of the learning and talent development cycle.

During the initial analysis phase, when evaluating to implement a program, performance consulting is needed to connect the program with clear business measures, ensure it is the proper solution, and create expectations for success by setting objectives through the impact level.

Performance consulting is used during the second phase – program implementation – to ensure that participants have not only learned the material but that they use what they have learned on the job and deliver an impact in performance.

Performance consulting is used during the third phase to ensure credible results. If the performance consulting produced any impact, the effects of the program will need to be isolated. Additionally, if an ROI calculation is desired, data is converted to money, costs are captured, and ROI is calculated.

The final phase includes communicating results to key stakeholders.

By adhering to this process, you will be equipped to drive organizational growth and increase your program’s success.

Attendees will learn

  • To identify how performance consulting has entered the learning and talent development cycle.
  • To describe the performance consultant’s role in the learning and talent development cycle.
  • To explain how performance consulting can help a program deliver results.
  • To use performance consulting to show the impact and ROI of learning and talent development.

Who should attend

  • Leaders and managers
  • HR and learning and development personnel
  • Trainers and independent consultants



Dr. Jack J. Phillips is a world-renowned expert on accountability, measurement, and evaluation. He is the chairman of ROI Institute, Inc., which provides consulting services for Fortune 500 companies and major global organizations. He is the author or editor of more than 100 books and conducts workshops and presents at conferences throughout the world.

Jack has received several awards for his books and work. On three occasions, Meeting News named him one of the 25 Most Powerful People in the Meetings and Events Industry, based on his work on ROI. The Society for Human Resource Management presented him with an award for one of his books and honored a Phillips ROI study with its highest award for creativity. The American Society for Training and Development gave him its highest award, Distinguished Contribution to Workplace Learning and Development. The International Society for Performance Improvement presented Jack with its highest award, the Thomas F. Gilbert Award, for his contribution to human performance technology. In 2019, Jack, along with his wife Patti P. Phillips, received the Distinguished Contributor Award by the Center for Talent Reporting for their contribution to the measurement and management of human capital. His work has been featured in the Wall Street Journal, BusinessWeek, and Fortune. He has been interviewed by several television programs, including CNN. Jack regularly consults with clients in manufacturing, service, and government organizations in 70 countries around the world. He can be reached at




Training professionals everywhere are feeling pressure to prove the value and impact which their training initiatives can bring to the organization. Without a proven return on investment (ROI) of learning, management buy-in and training budgets are in jeopardy. HRDQstore provides a range of tools for helping you learn how to calculate ROI for your learning initiatives. Learn more at

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