Our Tools

---

Performance DNA is a methodology based on a holistic approach to the analysis of human performance. It is designed to unlock the code to optimum performance in an organization. The Performance DNA Toolkit is a complete, flexible set of tools (guides, checklists and templates) to help performance consultants conduct a comprehensive analysis of performance for any target job or role. 

The Performance DNA Toolkit was developed by human performance specialists for use by human performance practitioners. The tools are based on the validated best practices in the field and the work of pioneers in Human Performance Improvement, such as Joe Harless, Thomas Gilbert, and others. 

Purpose of the Toolkit

• Identify opportunities to improve the performance of a target job or role by improving processes, technlogies, resources, and influences
• Identify the key influences that lead to high performance in the workplace, and the barriers that impede success
• Discover and plan improvements for the way a specific job or role is designed
• Define performance-centered requirements for the design of new technology, tools, and performance support for a target job or role
• Improve overall job performance
• Uncover and design job outputs and requirements when a new process or performance is being introduced to the workplace
• Improve employee hiring and retention.

Performance AI is a diagnostic tool that includes a diagnostic workflow, decision engine, and knowledge base. Provide it with an ambiguous business request, and it will turn these requests into structured performance questions that help lead to successful projects. It helps you diagnose environmental, team, organizational, or individual causes and weigh these causes against evidence. Match the diagnosis to an evidence-informed intervention and produce a board-ready recommendation in under an hour. 

What it is Not

• Not a learning management system
• Not a content library
• Not a reporting dashboard
• Does not replace practitioners — it equips them.

Functionalilty includes:

• Intake - Turns ambiguous business requests into structured performance questions.
• Diagnostic - Weighs environmental, team, organizational, and individual causes against evidence.
• Evidence - Retrieves and cites peer-reviewed sources behind every recommendation.
• Waste Detector - Flags requests that match the L&D Waste List before money is spent.
• Design - Proposes evidence-informed intervention design when training is the right answer.
• Business Case - Produces cost, time, and impact estimates in language Finance respects.