THE EXTERNAL CONSULTANT
that arrives at a logical solution. To succeed, training consultants must adopt a level of sufficient situational intelligence to know which approach will suit a client. Systematic science usually produces a solid logical solution, but if blended with the right mix of creative arts, true innovation can emerge. For instance, companies in the financial sector must follow a series of protocols set down by the Financial Conduct Authority. This can be tedious for trainees, and can produce poor results. However, creating a training programme that comprises of creative techniques and follows a legal systematic approach for compliance will result in a substantial increase in performance. Statistics show that only half of companies that outsource training services use hard data to support business decisions and measure the long- term impact on the company. However, for a strong consultancy programme to work, decisions about the needs of the organisation need to be based on a full independent analysis and real data, rather than opinion and speculation. Years of research-led practice has resulted in
the development of a systematic framework, with each stage populated with creative approaches entirely compatible with client needs. To this end, a consultancy programme should be split into stages.
Detailed context analysis
The first step is conducting a detailed context analysis that involves staff from all levels to help identify the ‘people culture’ that exists. Involving staff from the outset is really important as without determining what will engage people, it is difficult to create positive change and for any consultancy work to be effective. Listening to employees is particularly important during a business merger or takeover, as there is a risk that teams may resent their new co-workers and the way the business is now being run. For example, a travel and tourism operator
acquired two businesses in a very short time. As they were targeting different markets, all teams needed to be trained to align with the new company structure. By evaluating staff attitudes and cultures from the outset, it was possible to successfully bring the companies together and optimise service delivery.
Devise a project plan
At this point it is important to ensure all teams are on-board with the change and a detailed report of findings from stage one should be presented to senior management.
40
September 2015
www.trainingjournal.com
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