القائمة الرئيسية
There are no meaningless questions, but there are specific ones that reveal more than you might expect. When hiring a leadership consultant, start with the questions that come to mind and then ask in detail.
Exploring Your Options
What made you decide that you need a leadership consultant? The reason might be a high employee turnover rate, a communication breakdown between departments, poor teamwork, failure to meet sales goals or an innovation halt. You require assistance regardless of the cause of the issue.
Honestly, this is a big deal, and ensure that your choice is wise. Some questions to consider asking as you consider your options are as follows:
1. Who?
Ask questions that let you fully understand the leadership consultant you will be working with daily. The answers to these questions may seem obvious and intuitive to you. That is, you might ask yourself: “Won't I be working with the person who replied to my email, gave me initial consulting, and spoke with me over the phone?” However, it isn’t always like that. Discover this by yourself by speaking directly with this person to know more about their experience, approach, and style in general. In addition to sharing his resume, you can ask questions such as:
- What is your perspective on the industry?
- How have you helped someone going through a similar issue or challenge to mine?
- Is there anything you do that would surprise me?
2. What?
It's critical to understand the process well and how it compares or differs from other consulting options. For example:
- Do you provide coaching, consulting, or both?
- How do you manage ongoing implementation?
- How will we measure and track data?
- What model or framework will we use?
Some consultants adopt a fast-track approach. They come in greatly enthusiastic, define the problem from their perspective, and offer a solution. Then, they leave quickly, often taking that energy with them, and leaders frequently revert to their previous state. It’s human nature. Therefore, consultants need a follow-up plan to keep that momentum and energy going. Will they be there to help with the actual work? Or Is this a one-time situation?
3. How?
How do you know if this consultant can help you?
Communicating is hard without common ground. Your questions are reasonable, so ask them. It’s not just about getting information; it’s about feeling that you’re in the right place with someone who understands you and can work with you to find a solution. It’s about knowing that this person has faced similar issues before and has found solutions.
- Tell me about what you do.
- Do you have significant experience in (specific area)?
- Are you skilled at what you do?
Most of us are polite. Therefore, we don’t want to ask the last question but want to know the answer. Someone with actual experience can answer this question with real stories. Stories have a significant impact, as they resonate with our primitive human brains and let us know that this person understands our world and concerns. This makes us feel that we are not alone in our struggles, as this person has already experienced what we are going through and has succeeded before.
A Question for You
In the exploration process, consider this crucial question: Can I be open with this person about my weaknesses? The leadership consulting process requires a great deal of humility. Try to find answers regarding whether you can build trust and feel safe moving forward with this person and continuing this process.
Service Fee
When doing the necessary checks before hiring a leadership consultant, the question that usually comes to mind is: "How much will this service cost?" It’s an investment and a big deal, so you should be aware of your budget. However, this may not be the most useful question since an honest consultant may not know the answer yet.
It depends on your situation, even though they may give you an idea of their rates and fee schedules. Remember that there isn't always a coloration between service quality and cost, whether low or high prices. This is why this question might not provide you with a helpful answer. A good fee is related to the value you will receive. Consider the consequences of not hiring a leadership consultant, and look at what you risk if you don’t take action. Then, you can justify the cost.
In Conclusion
Asking questions is an integral and invaluable part of the consulting process. It’s the beginning of the journey. The next step is to leverage the answers by turning them into an actionable process that leads to measurable growth and change.
