United Kingdom · Internal consulting · Principal/Manager (12-16 years)

Performance Consulting Specialist Manager

Here is the whole job, in plain words. What it is, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

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Experience bandPrincipal/Manager (12-16 years)
Direct reports10-15 reports
Reports toDirector, Performance Consulting
UK framework levelUsually someone running a function, or a director

Also advertised as Principal Performance Consultant · Head of Performance Improvement · Internal Consulting Lead

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

ATHE Level 7 Diploma in Strategic Management ATHE Ltd · Level 7 · covers 1 of 10 standards

City & Guilds Level 4 Diploma For ICT Professionals (Systems and Principles) City & Guilds Limited · Level 4 · covers 1 of 10 standards

NQual Level 5 Diploma in Leadership and Management NQual · Level 5 · covers 1 of 10 standards

NQual Level 5 Certificate in Leadership and Management NQual · Level 5 · covers 1 of 10 standards

Focus Awards Level 3 Diploma in Business Administration (RQF) Focus Awards Limited · Level 3 · covers 1 of 10 standards

City & Guilds Level 2 Certificate in ICT Systems Support City & Guilds Limited · Level 2 · covers 1 of 10 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Managing Continuous Organisational Improvement ATHE Level 7 Diploma in Strategic Management

IT Consulting Skills City & Guilds Level 4 Diploma For ICT Professionals (Systems and Principles)

Managing performance NQual Level 5 Diploma in Leadership and Management

Manage individuals’ performance Focus Awards Level 3 Diploma in Business Administration (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner

Data Fluency turning numbers into a decision

AI Governance Fluency using AI responsibly

Automation Fluency building AI into how work runs

Trust Fluency keeping the digital world safe

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Your Plan Illustration

Built for Performance Consulting Specialist Manager

4 units that map to this job, from the qualifications that cover it.

Managing Continuous Organisational Improvement ATHE Ltd · covers 1 of 10 standards Level 7
IT Consulting Skills City & Guilds Limited · covers 1 of 10 standards Level 4
Managing performance NQual · covers 1 of 10 standards Level 5
Manage individuals’ performance Focus Awards Limited · covers 1 of 10 standards Level 3

These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Performance Consulting Specialist Manager?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

AI-Driven Consulting & Orchestration
Data Ethics & Governance (Leadership)

Why each one is rising

The future skills this job leans on

AI Fluencyworking with AI as a thinking partner
Data Fluencyturning numbers into a decision
AI Governance Fluencyusing AI responsibly
Automation Fluencybuilding AI into how work runs
Trust Fluencykeeping the digital world safe

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Performance Consulting Specialist Manager plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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3What this role really is

A Performance Consulting Specialist Manager leads a team of consultants who examine how a business works, find what is not working, and help fix it. The role involves setting direction, making sure the team has what it needs, and checking that solutions hold up over time. It means overseeing an internal consulting practice and making sure it delivers value.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Lucidchart, Miro, Microsoft Visio (Process Design & Governance) Strategic

Evaluating and selecting the enterprise standard for process modeling tools, ensuring integration with other systems, and auditing your team's process maps for consistency and strategic alignment. You'll also use these to facilitate high-level strategic process discussions.

Excel (Power Query, Power Pivot, VBA) (Model Oversight) Strategic

Overseeing the development of standardised analytical models for your team, auditing models for integrity and strategic alignment, and reviewing complex financial or operational models built by your team for accuracy and robustness. You'll ensure your team is building scalable, auditable models.

Tableau, Power BI (BI Strategy & Governance) Architect

Governing the organisation's BI strategy as it relates to performance consulting. This means managing enterprise deployments (e.g., Tableau Server, Power BI Premium) and ensuring data governance within the platform for your team's outputs. You'll review executive dashboards and ensure they tell a clear story.

Jira, Asana, Smartsheet (Portfolio & Resource Management) Strategic

Managing a portfolio of projects, using the platform for resource allocation, capacity planning, and executive reporting across the Internal Consulting function. You'll configure workflows to optimise your team's project delivery and track overall progress.

Confluence, SharePoint, Notion (Knowledge Architecture) Strategic

Owning the information architecture for the entire internal consulting function. This means ensuring knowledge is captured, retained, and effectively shared across the enterprise, and that your team's documentation standards are consistently met.

Anaplan, Workday Adaptive Planning (Strategic Impact Modelling) Advanced

Partnering with Finance and Operations leadership to model the financial impact of major performance initiatives. You'll build and review complex 'what-if' scenarios to support business cases for your team's recommendations, ensuring financial rigour.

Cascade, Workboard (Strategy Execution Oversight) Advanced

Designing and cascading strategic objectives (OKRs) through the organisation using the platform, particularly for initiatives your team is leading. You'll build and review executive dashboards to track strategic execution and ensure your team's projects are aligned.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Project Scope & Objectives	Follows defined scope; escalates any proposed changes to supervisor.	Proposes minor scope adjustments for routine projects; consults manager on significant changes.	Defines project scope and objectives for medium-complexity projects; consults Lead/Manager on strategic alignment.
Resource Allocation (People)	Assigned tasks by supervisor.	Manages own time and prioritisation for assigned tasks.	Suggests resource needs for own projects; may informally guide junior colleagues.
Methodology & Tools	Uses established templates and tools as directed.	Selects appropriate standard tools/methods for routine tasks; proposes minor variations.	Designs and adapts methodologies for specific projects; recommends new tools or approaches within established guidelines.
Budget & Spend	No budget authority; flags potential costs to supervisor.	Tracks project expenses against budget; flags overruns.	Manages project-specific expenses up to £5K; requires approval for larger outlays.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Portfolio ROI

Documented financial impact (cost savings, revenue enablement) generated by your team's projects, compared to the team's operating cost.

Target · 3x-5x return on investment (e.g., £3M-£5M value created for every £1M spent on your team).

Your team's projects led to £4.5M in documented savings and revenue growth this year, against an operating budget of £1.2M, hitting a 3.75x ROI.

Stakeholder NPS

Net Promoter Score from internal business partners and executive sponsors on your team's performance and perceived value.

Target · +50 or higher.

After your team completed the supply chain optimisation project, the Head of Operations gave an NPS score of +65, praising the team's clarity and impact.

Strategic Alignment

Percentage of your team's active projects that directly align with the top 3-5 corporate strategic priorities.

Target · 100% alignment.

In Q2, all 12 projects your team was running could be directly mapped back to one of the company's five key strategic objectives for the year.

Capability Uplift

Demonstrable improvement in the organisation's maturity in key capabilities or processes (e.g., moving a core process from 'Ad-hoc' to 'Managed' on a maturity model).

Target · Improvement by at least one maturity level for 75% of targeted capabilities within a year.

The sales onboarding process, which was 'Ad-hoc' at the start of the year, is now 'Managed' thanks to your team's redesign and implementation efforts.

Team Development & Retention

How well you're coaching, mentoring, and developing your direct reports, and keeping them engaged.

Low attrition rates within your team
positive feedback in 1:1s and annual reviews about growth opportunities
successful internal promotions from your team
your team members actively seeking your guidance on complex problems.

Methodology Refinement

Your contribution to evolving and improving our internal consulting frameworks, tools, and best practices.

New templates or guides you've introduced and socialised
positive feedback from other consulting teams on your contributions
your team consistently applying updated methodologies
presentations at internal 'Lunch & Learns' on new approaches.

Proactive Problem Identification

Your ability to spot emerging performance issues or strategic opportunities before they become critical, and bring them to senior leadership's attention.

Initiating new project proposals based on your insights
being asked by VPs for your perspective on potential risks
your team being seen as a go-to for early warning signs
identifying systemic issues impacting multiple business units.

Cross-Functional Influence

Your ability to build strong relationships and influence senior leaders across different departments, getting them on board with your team's recommendations.

Being invited to strategic planning sessions outside your direct remit
senior leaders actively championing your team's solutions
successful resolution of inter-departmental conflicts related to change initiatives
your recommendations being adopted without significant pushback.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy

Building and Developing a High-Performing Team

You'll spend a good chunk of your week coaching individual team members, helping them unstick problems, providing constructive feedback on their work, and celebrating their successes. You'll also be thinking about career paths and growth opportunities for your team.

Spending an hour walking a junior consultant through a difficult stakeholder conversation, then seeing them nail it next time. Or, putting together a development plan that helps a Senior Consultant step up to a Lead role.

Solving Complex Organisational Puzzles

You'll be presented with the trickiest, most ambiguous performance problems that cross multiple departments. Your job is to help frame these problems for your team, guide their diagnostic efforts, and ensure the solutions are truly systemic.

Being asked why customer churn is rising despite product improvements, and leading your team to uncover a disconnect between Sales promises and post-sales support capabilities.

Driving Strategic Impact and Organisational Change

You'll be focused on ensuring your team's projects aren't just 'busy work' but are directly contributing to the company's biggest strategic goals. You'll celebrate when a new process your team designed actually gets adopted and delivers measurable results.

Seeing a new, streamlined budgeting process, designed by your team, reduce the finance team's month-end close time by 20%, directly impacting reporting speed to the board.

What frustrates people

The 'training request' fallacy: Business units constantly ask for training when the real issue is a broken process or misaligned incentives, forcing your team to re-scope projects.
Solution ownership ambiguity: After your team designs a brilliant solution, the business unit takes credit if it works, but blames 'the consultants' if it struggles.
Political minefields: Your team's objectively correct, data-driven recommendation gets watered down or blocked because it challenges a powerful stakeholder's turf or budget.
Data scavenger hunts: The critical data your team needs is often messy, siloed, or non-existent, meaning a huge chunk of project time is spent on data cleansing and validation.
Implementation fatigue: Business partners are often exhausted by constant corporate initiatives, making them resistant to adopting even genuinely helpful changes from your team.
Proving ROI on 'soft' improvements: Quantifying the financial impact of better communication or clearer roles is tough, leading to constant pressure to justify your team's existence.

What this role does not give you

A quiet, predictable routine with minimal stakeholder interaction.
A clear-cut path where every recommendation is immediately accepted and implemented.
The luxury of focusing solely on technical analysis without managing people or politics.
A role where you're always the hands-on expert doing all the deep dive work yourself.

8Who you work with

This role directly shapes the effectiveness and efficiency of our core business processes. Your team's work will influence how decisions are made, how work flows across departments, and ultimately, how well we serve our customers and achieve our financial targets. You're building the capability within the organisation to continuously improve, rather than just solving one-off problems.

Inside the business

Business Unit VPs and Department Heads (e.g., Head of Sales, Head of Operations, CFO)
Programme Management Office (PMO)
HR Leadership (for talent and organisational design initiatives)
Finance (for business case validation and ROI tracking)
Peer Managers within Internal Consulting

Outside the business

External consulting partners (for specific expertise or capacity)
Technology vendors (for solution implementation)

9What you need before you start

Not a wish list. The things you would be expected to already have.

Proven track record of successfully leading multiple complex, cross-functional performance improvement projects from diagnosis to sustained implementation.
Demonstrable experience managing, coaching, and developing a team of consultants or project managers, including performance reviews and career progression.
Deep expertise in at least two core performance consulting methodologies (e.g., HPT, Lean Six Sigma, Change Management) and the ability to apply them strategically.
Exceptional ability to build rapport and influence senior stakeholders (VP level and above) in a non-hierarchical, advisory capacity.
Strong analytical and problem-solving skills, with the ability to guide a team through complex data analysis and derive actionable insights.
Experience owning and managing a budget, including resource allocation and financial reporting for a team or portfolio of projects.

10What to practise next

Where the job is going, and what to do about it starting this week.

Advanced Organisational Network Analysis (ONA)

Understanding informal networks and communication patterns within the organisation is critical for effective change management. ONA tools are becoming more sophisticated, allowing us to visualise and quantify these networks to identify key influencers, communication bottlenecks, and potential points of resistance more accurately.

Network Metrics (e.g., centrality, density) · Data Collection for ONA · Intervention Design based on ONA

This month: Read up on the latest ONA methodologies and case studies in organisational change.
Next quarter: Identify a suitable software tool (e.g., OrgMapper, network analysis libraries in Python) and work with a Lead Consultant to pilot an ONA project.
Within 6 months: Develop a framework for your team to incorporate ONA into their change management strategies for larger projects.
Within 9 months: Present the benefits and ethical considerations of ONA to the broader Internal Consulting leadership team.

Quick win: For your next major change initiative, informally map out the key stakeholders and their relationships on a whiteboard. It's a low-tech start to network thinking.

Digital Transformation & Automation Strategy

Many performance problems stem from inefficient manual processes. As a manager, you'll need to guide your team in identifying opportunities for digital transformation and automation, understanding the strategic implications, and ensuring solutions are scalable and integrated with broader IT strategy.

RPA (Robotic Process Automation) Principles · Low-Code/No-Code Platforms · Process Mining & Discovery · IT Strategy & Architecture Alignment

This month: Attend a webinar or read a foundational book on RPA and process mining.
Next quarter: Identify one of your team's projects where process mining or RPA could significantly accelerate the diagnostic phase or solution implementation.
Within 6 months: Partner with our IT department to understand their roadmap for automation technologies and identify opportunities for collaboration.
Within 9 months: Coach your team on how to identify and scope automation opportunities within their projects, including business case development.

Quick win: For your next process improvement project, ask your team to explicitly identify 3-5 tasks that are highly repetitive and rule-based. This helps them start thinking about automation opportunities.

11Staying current once you are in

What people here do to keep up

Actively participate in industry forums, webinars, and conferences related to internal consulting, organisational effectiveness, and process improvement.
Seek out opportunities to mentor junior colleagues, even outside your direct team, to hone your coaching and leadership skills.
Regularly read and review academic papers or industry reports on emerging trends in performance management, change leadership, and AI in consulting.
Pursue advanced certifications in areas like business architecture, strategic planning, or specific digital transformation methodologies.
Build a strong internal network with senior leaders across various departments to better understand their challenges and identify opportunities for your team.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Driven Consulting & Orchestration

AI is rapidly changing how analysis is done, reports are drafted, and even how problems are diagnosed. As a manager, your role shifts from doing all the analysis to orchestrating AI tools and your team to deliver insights faster and more effectively. Competitors (and other internal teams) are already using AI to accelerate their work, so we need to be at the forefront.

Prompt Engineering for Strategic Analysis
AI-Powered Workflow Integration
AI Output Validation & Ethical Use
AI for Team Productivity & Coaching

Data Ethics & Governance (Leadership)

With increasing data volumes and the use of AI, ensuring data privacy, security, and ethical use is paramount. As a manager, you're responsible for your team's data practices and for instilling a culture of responsible data handling, especially when dealing with sensitive organisational or employee data.

Data Privacy Regulations (e.g., GDPR)
Ethical Data Use Principles
Data Security Best Practices
Data Lineage & Auditability

13What you’ll use

What you’ll use

Skills this role draws on

Technical

Human Performance Technology (HPT)
Lean / Six Sigma Methodologies (Strategic Application)
Change Management (Programmatic)
Organisational Design & Development
Hypothesis-Driven Consulting (Portfolio Level)

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

1
Internal Promotion (Lead Performance Consultant)
3-5 years as a Lead Consultant
Skills to master
- Mastering complex project leadership, developing strong senior stakeholder relationships, informal mentorship of junior colleagues, and demonstrating a keen understanding of the broader Internal Consulting practice.
You're ready to move on when
- Successfully led 3+ large, cross-functional transformation projects end-to-end.
- Consistently received excellent feedback from VPs and senior directors on project impact and communication.
- Actively mentored 2-3 junior consultants who have shown significant growth.
- Proactively identified and scoped new consulting opportunities for the organisation.
- Demonstrated the ability to navigate complex political landscapes and influence without direct authority.
2
External Consulting Manager/Senior Manager
5-8 years in a top-tier management consulting firm
Skills to master
- Adapting to our internal culture and political landscape, translating external best practices into our specific context, and building trust with internal stakeholders who might be wary of 'external' approaches.
You're ready to move on when
- Managed multiple client engagements, overseeing project teams and delivering measurable results.
- Strong client relationship management experience at the executive level.
- Proven ability to develop and lead consulting methodologies.
- Experience with business development (though here it's internal opportunity identification).
- A clear desire to move from a 'billable hours' model to a more embedded, long-term impact role.
3
Senior Project/Programme Manager (with consulting focus)
8-10 years in a large corporate PMO or transformation office
Skills to master
- Shifting from pure project execution to diagnostic problem-solving, developing deeper expertise in performance improvement methodologies, and building skills in influencing without direct project authority.
You're ready to move on when
- Successfully managed large, complex programmes with significant organisational change components.
- Demonstrated strong stakeholder management and communication skills with senior leaders.
- Experience in process improvement or operational excellence initiatives.
- A clear interest in moving beyond project management to a more advisory, problem-solving role.
- Proven ability to lead and motivate cross-functional teams.

15Where this role leads

The long view: This work can lead to senior roles such as VP of Organisational Effectiveness or Chief Operating Officer, shaping how a whole organisation performs.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Performance Consulting Specialist Manager is actually changing.

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Managing Continuous Organisational Improvement, worked against Performance Consulting Specialist Manager.

Managing Continuous Organisational Improvement Level 7

Applied to your work in Performance Consulting Specialist Manager

The objective of this unit is to enable learners to manage continuous organisational improvement. Learners will understand how to create a culture of continuous improvement and acceptance of change, identify opportunities for improvement, and plan change for organisational improvement.

How the thinking builds

1 Remember
2 Understand
3 Apply
4 Analyse
5 Evaluate
6 Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

Start my plan, free

See Your Progress Grow Illustration

Performance Consulting Specialist Manager

Human Performance Technology (HPT)
Lean / Six Sigma Methodologies (Strategic Application)
Change Management (Programmatic)
Organisational Design & Development
Hypothesis-Driven Consulting (Portfolio Level)

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Performance Consulting Specialist Manager is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Director, Performance Consulting
3-5 years as a Performance Consulting Specialist Manager

From managing a team and portfolio to setting the strategic direction for the entire performance consulting function, partnering with VPs and business unit leaders.
- Strategic Portfolio Management Overseeing the entire portfolio of consulting engagements, ensuring alignment with enterprise strategy.
- Consulting Practice Development Driving innovation in methodologies, tools, and service offerings across the function.
- Business Unit Partnership Deeply embedding with specific business units to proactively identify and scope major transformation opportunities.
- P&L Management (Larger Scale) Managing a larger departmental budget (typically £2M-£10M+).

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be honest, managing a team and a portfolio of complex projects means you're always juggling. AI isn't going to replace your strategic brain or your empathy, but it can absolutely take a huge chunk of the admin, reporting, and even initial analysis off your plate. Imagine having more time to coach your team, refine our methodologies, or simply think about the big picture.

For a Performance Consulting Specialist Manager, AI becomes your force multiplier. It helps you streamline project oversight, accelerate team deliverables, quickly grasp complex data from multiple projects, and even draft the initial versions of those critical executive summaries. This isn't just about personal efficiency; it's about making your entire team more effective and giving you back precious time for high-value leadership work.

Automated Project & Team Synthesis

Feed AI tools (like Otter.ai or Fathom) with transcripts from team meetings, client check-ins, and project updates. The AI will automatically generate summaries, identify key decisions, track action items across projects, and even flag potential risks or dependencies. This means less time chasing updates and more time acting on insights.

Portfolio Performance & Risk Analysis

Use AI to quickly digest performance data from across your team's project portfolio. It can identify patterns, highlight underperforming projects, flag common root causes across different engagements, and even predict potential roadblocks. This gives you an 'early warning system' and helps you allocate your coaching and intervention efforts more effectively.

Methodology & Practice Development Assistant

Leverage AI as a research and drafting partner for evolving our internal consulting practice. Ask it to summarise the latest thinking in organisational design, draft a new process mapping template based on best practices, or even help structure a training module for your team on a new framework. This accelerates our continuous improvement efforts.

Executive Communication First-Drafts

When you need to summarise a complex project or a portfolio's impact for a VP or the Director, use AI to generate the initial '80% good' draft of your presentation slides, executive summaries, or internal communication plans. Provide your key findings and target audience, and let the AI handle the initial structure and wording, freeing you to refine the strategic message.

Common questions

How do you become a Performance Consulting Specialist Manager?

Common routes in include Internal Promotion (Lead Performance Consultant) (3-5 years as a Lead Consultant), External Consulting Manager/Senior Manager (5-8 years in a top-tier management consulting firm) and Senior Project/Programme Manager (with consulting focus) (8-10 years in a large corporate PMO or transformation office). Times vary with prior experience.

Where can a Performance Consulting Specialist Manager progress to?

This role can lead on to Director, Performance Consulting (3-5 years as a Performance Consulting Specialist Manager), depending on the skills you build.

What new skills matter most for a Performance Consulting Specialist Manager?

Increasingly, AI-Driven Consulting & Orchestration and Data Ethics & Governance (Leadership). These are the skills our record of this role lists as growing.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my plan, free What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

Performance Consulting Specialist Manager

Where should we send it?

Two short quizzes about you

Will AI change your work as a Performance Consulting Specialist Manager?

What's rising in its place

AI-Driven Consulting & Orchestration

Data Ethics & Governance (Leadership)

Skills this role draws on

Technical

How you actually get there, here

Internal Promotion (Lead Performance Consultant)

External Consulting Manager/Senior Manager

Senior Project/Programme Manager (with consulting focus)

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

One to one, on the work you already do

Everything else the record holds

The career path, and where it branches

Director, Performance Consulting

Where AI is starting to help

Automated Project & Team Synthesis

Portfolio Performance & Risk Analysis

Methodology & Practice Development Assistant

Executive Communication First-Drafts

Common questions

Want a read on where you stand?