THE PROOF

Most people do acknowledge that working strategically yields greater results to an organization than working only as a solution provider. Providing data and metrics about the results achieved is something managers in our organizations value. Each of these statements meet what is referred to as the “face validity test.” However, in a book that espouses measurement, we think it is important to provide evidence that when HR, OD, and learning professionals work in a strategic manner, benefits accrue to the business. So consider these findings:

When the organizational barriers come down and HR business partners become more strategic, they can improve employee performance by up to 22 percent, employee retention by up to 24 percent, revenue by up to 7 percent, and profit by up to 9 percent (CEB Corporate Leadership Council, 2014).

Learning organizations that use a performance consulting process have found a consistent, structured way to develop trust and build strong relationships with leaders. Over time these relationships will result in the learning organization becoming a highly aligned and strategic partner with the business, increasing the learning organization’s ability to deliver value and contribute to the business, its goals, and ultimately its profitability (Bersin by Deloitte, 2014).

High-impact learning organizations (HLOs) grow their profits three times faster than their peers. Excellence in performance consulting is one of the top capabilities distinguishing HLOs (Lawler, Jamrog, & Boudreau, 2011).

HR leaders who emphasize numbers tend to see the biggest gains in the power and effectiveness of their HR functions. Therefore, to be seen as a credible function, HR leaders need data and analytics that show how effectively the HR organization operates and how talent management systems perform (CorpU, 2010).

The default of jumping to solution is no longer an option; maintaining the status quo is also not a viable strategy. We must move to a more strategic, data-driven, and measurable way of operating. The performance consulting process is proven. The need to work strategically is both real and current. The person who can make this happen is you. We encourage you to use this book as a guide and resource, and to experience the satisfaction that comes from making a difference that is valued, measurable, and sustainable in your organization.