Consulting Background

An Integrated Approach


iinteg has a history of developing customized training solutions for complex human performance issues with proven results. Rarely do you see a “training only” intervention that achieves lasting results. Our success comes from our integrated approach.

All human performance can be analyzed along Five Dimensions (see below). Those dimensions provide a road map for a complete and integrated solution that will produce sustained workforce performance, productivity, and retention.

Integration can be as simple as a communication plan or as elaborate as a revamped compensation plan. Armed with all the facts, an organization can make informed decisions to ensure a positive return on their training investment.

The Five Dimensions of Human Performance


Five basic dimensions impact each employee’s daily job performance. Therefore, together they serve as critical levers to achieving workforce performance, productivity and employee retention. The Five Dimensions of Human Performance are:  

1. Clear performance expectations

All too often, managers assume their expectations for performance are “understood” or “obvious”. However, employees are not mind readers. Unless expectations are clearly defined and documented, employees spend wasted time and energy guessing what managers want. 

2. Appropriate motivation

Behavioral psychology shows us that people are motivated by positive and negative consequences. The problem is that very often the work world provides negative consequences for desired performance and/or positive consequences for negative performance. As a result, the motivation of the workforce is focused on undesired behavior and the avoidance of negative consequences. When this is the case, the organization will never get 110% from its workforce. 

3. Necessary competencies

To perform to management’s expectations, employees must have the skills, knowledge, and behaviors required to complete their tasks. This area is the most widely recognized by management as the cure for performance issues. However, it is also the most expensive, and even the best training cannot be fully successful if the other dimensions are not addressed. When competency building is in fact needed, extensive research shows that the best way to build job related competency is through Performance Based Instruction (PBI).

This training design methodology is the most powerful and reliable way to ensure that employees acquire the skills, knowledge, and behaviors that were intended. PBI can guarantee this because it requires learners to demonstrate their ability to perform at the end of each unit of instruction

4. Required tools & resources

Employees require a comprehensive set of processes, policies, procedures, tools, resources, information, and authority to perform at optimal levels. Missing links in the infrastructure often result in ineffective shortcuts, lack of standardization, and inconsistencies. 

5. Supportive environment

In the most effective organizations, a manager’s most important responsibility is to ensure employee success by removing and reducing obstacles, coaching and providing feedback, and providing developmental and growth opportunities. Because many organizations promote managers based on individual contributor performance, it is easy to understand why these managerial skills are often underdeveloped. The result is a workforce that cannot reach its potential.