Learning + Performance · Teams + organizations
Consulting
Find the problem before choosing the solution
I help HR, learning and development, and business teams understand performance challenges and choose a response that fits. We look beyond training to expectations, resources, incentives, and the work environment.
When this may be useful
- A performance challenge without a clear explanation
- Learning programs that aren't connected to the work
- A new onboarding or leadership development program
- Unclear priorities for learning and people development
What we can work on
- Talk with learners and the people involved about needs, strengths, and limits
- Find out what's not working and why
- Review learning programs alongside expectations, support, and ways of working
- Build a practical plan together, including how to check progress
What the work can include
- A clearer picture of what's needed and why
- Priorities for learning and performance improvement
- Recommendations for programs, resources, or other support
- A shared plan for next steps and how to measure progress
How I approach the work
Starting with questions, not a fixed answer
We hear from the people doing the work, identify the causes, and build on what already works. The recommendation might be learning, better support, or a change to how work is organized.
- 01
Understand the situation + set goals
- 02
Find the problem + causes
- 03
Build + test a plan
- 04
Check results + improve
Practice and how we check progress
From ideas to practice
Where possible, we test a recommendation on a small scale and hear from the people using it before expanding.
How we check progress
We agree on measures such as work quality, errors, or time to learn a role. Results and feedback help us decide what to keep, change, or stop.
We agree on scope, timeline, responsibilities, and fees before starting.
Experience behind the work
At Wayfair, I led learning and development for technical roles, bringing together performance consulting, program design, and training facilitation. My work also includes helping clients build leadership development programs.
Meet Patrick“I hired Pat to help me build a leadership development program for my company. He truly knows the craft of building learning programs AND he's got a great set of complementary skills.”
Jim Young
Leadership development client
A sample activity: looking back at a project
The After-Action Review starts with the original objectives, then asks what happened, what helped, what was difficult, and what can be learned. It is one starting point for a closer conversation about the work.
An example from my resources, not a client case study.
See the worksheetServices that work together
We can combine services when it helps.