Managing your talent may be one of the most profitable things a business can do. When companies skillfully promote talent with great succession planning, they retain all the costs of the experience and training they’ve put into their people.
To best make this happen, top companies hire expert consultants to focus and simplify their efforts. When planning an executive leadership development program, what credentials should companies look for in these consultants? What skills and attributes will produce the most cost-effective results?
7 Key Points to Consider When Choosing a Top Consultant Choose for Your Talent Management
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Experience.
Moving from management to leadership doesn’t just happen. It takes skilled business leadership coaching to make this important transition smooth and successful. Trust your team to an executive coach who has experience in grooming and training managers to be leaders. Look at who they have trained in the past. What companies have they worked with? What kinds of executives have they coached?
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Success history or testimonials.
Check out your prospective consultant’s track record. Have the people he or she coached become that top talent the company envisioned? What do others say about him or her? Are there testimonials, case studies, or other written evidence that the consultant can perform as promised?
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Knowledge of your industry or specific needs.
What would you like your employees to learn from their executive coaching? Some consultants may only have experience in IT or heavy industry. Some may focus on rising talent. Some on top tier executives. Know your consultant’s strengths. Do they match the needs you have right now? Does the coach have experience in your industry with your kinds of people?
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Methods.
Business practices evolve and new studies highlight effective behavior. Does your coach know the most current ways of strengthening and growing your leaders? Are his or her methods compatible with your company culture and goals?
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Compatibility.
Both companies and consultants have personalities. You will get the most value from your coach if you are thinking along the same lines. Of course your expert will have new skills and values to add to your company. But your principles and goals need to be in common.
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Accessibility.
You may want to connect back with your coach for additional support or training. You may want to include follow-up options. Will your consultant be there? Will they be accessible? Is their manner inviting of further questions and concerns to resolve, or are they distant and unapproachable?
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Published works.
You can learn a lot about your prospective consultant through their published works. You’ll get a sense of their methodology. You’ll see the basis of their expertise. You’ll find insights into how they will approach your talent and the direction they will come in their work to train them.
The depth and dimension of their published works helps define their expert status. Make sure your consultant has published and it matches your goals for your talent.
Every company takes their talent management seriously. Finding the right consulting can enhance performance while reducing costs. It can eliminate management headaches while allowing an outside source to rejuvenate and invigorated your talent. He or she can motivate them to perform better and increase company productivity.
