I founded Performance Redesigned to help growing and changing businesses solve the performance problems that are difficult to fix from the inside, or hard to see clearly when you’re too close to them.
Most of these problems are built into how a business works, not who’s doing the work. Telling the difference is the real challenge.
01. What I do
I’m an Organisational Development Consultant. I diagnose the hidden performance problems holding a business back. That can mean working with the whole organisation or with individuals. Either way, I start with the understanding, not the solution.
02. Why I do it
Performance challenges are rarely straightforward. When people, capability, leadership and systems are well designed, people and businesses thrive. When they aren’t, even the best people struggle. I enjoy working with leaders to solve those problems.
03. Who I work with
I work with small and medium businesses where growth, change or complexity has outrun the leadership, the systems or the ways of working. Directors, founders and senior leaders who know something isn’t working and need help diagnosing or fixing it.
My background
Chris Baldwin
Organisational Development Consultant, Founder
I’m Chris, the founder of Performance Redesigned.
In my experience, performance problems are rarely just about the individual. When the work, the roles and the systems around a person are poorly designed or outdated, even capable people underperform. My work is to diagnose what’s holding a business back, then design the work, roles and leadership so the systems drive performance, rather than leaving people trying to do good work in a poorly designed system.
The thinking behind the work
performance problems are either people, systems, or both
Most organisations look at the person first, but the system around that person shapes what’s possible before anyone shows up. When the system is broken, good people fail. When the people aren’t right, even a well-designed system struggles. Knowing which you’re dealing with is where the work starts.
Understanding the problem comes first
Everything else follows from getting that right. The wrong answer to the right question is still closer to a solution than the right answer to the wrong one. I won’t recommend anything until I understand what’s actually going on.
Real change lasts even after priorities move on
If it doesn’t, it wasn’t really change. If improvements disappear when attention moves elsewhere, they were never fully embedded – they were managed for a period. The standard I hold the work to is whether it sustains over time.
Let’s start the conversation