BEM helps us shift our focus from learning to performance. Instead of just making sure people know stuff, we ensure they can actually do stuff.

BEM breaks down performance into six key factors. These are split into two categories: environmental supports and individual attributes or behavioural repertory. By looking at these factors, we can figure out what’s holding performance back and how to fix it.

The first question is obvious: What is the problem? However, answers will almost always be symptoms and not causes.

Continue the conversation by asking, “Which metrics are you trying to positively affect?”

You can accelerate right past symptoms by asking, “What are employees doing that they shouldn’t be doing?” or “What are employees not doing that they should be doing?”

Gain valuable insight regarding the timing of the problem by asking, “When did it first begin?” and “When does it occur?”

Get a clear picture of the location by asking, “Where does the problem occur?”

A simple way to initially assess the scope is by asking, “How big is the problem in measurable terms?” The measurable terms should be linked to the metrics that matter question.

“What questions should I have asked that I haven’t?” This question triggers the client to share any last minute details that are relevant to finding a solution.