At the confernece Josh Bersin said one on the top five indicators of a high performing organisation (in the US) was that they had Performance Consultants. The only onganisation that I know who has Performance Consultants as a role is the Police. All my other clients have L&D Managers/Consultants and Business Partners (often ex Personnel experts with a name change) trying to use a pefoemece consulting approach. My point is that it is diffucult to ask those supporting/challenging questions when you are positioned as a helper (Training) or expert (Personnel). Perhaps we need to re-postion the role in the eyes of our clients and the simplest thing may be just to creat a new role?