Core Performance Models
Behavior Engineering Model (Gilbert)Used to identify environmental and individual factors that influence performance, with emphasis on non-training causes of performance gaps.​Rummler–Brache Systems Model. Used to examine performance at the organization, process, and job levels—especially where work crosses boundaries.
Performance Consulting Framework (Robinson & Robinson)Used to structure consulting engagements from request to results, ensuring alignment between business needs and solutions.​
Evaluation & ROI Thinking (Kirkpatrick / Phillips)Used selectively to assess impact, value, and return when measurement is appropriate and meaningful.
Applying Models in Practice
We apply models with flexibility and pragmatism. Instead of fitting problems into predefined frameworks, Monroe Business Consulting uses models to:
Ask better questions
Surface assumptions
Test conclusions
Improve decision quality
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​Our focus is on improving performance outcomes, rather than strict adherence to methodology.
References
Gilbert, T. F.
(2007). Human competence: Engineering worthy performance (2nd ed.). Pfeiffer.
Phillips, J. J., & Phillips, P. P
(2016). Handbook of training evaluation and measurement methods (4th ed.). Routledge.
Robinson, D. G., & Robinson, J. C.
(2008). Performance consulting: A strategic process to improve, measure, and sustain organizational results. Berrett-Koehler.
Rummler, G. A., & Brache, A. P.
(2013). Improving performance: How to manage the white space on the organization chart (3rd ed.). Jossey-Bass.