Finding Great Consultants

Finding great consultants is not an easy task for managers. The marketplace is flooded with global firms, niche providers and industry experts in the business of consulting. The majority of managers that I work with have had both good and bad experiences with consultants. They ask one of these two questions. 1) How do I go about finding a great consultant? 2) What distinguishes them from the rest of the herd?

Great consultants in my opinion demonstrate three distinguishing attributes.

Expert Problem Solving: The ability to consistently recommend practical solutions to complex problems. Quickly breaking down complex problems into manageable, executable solutions is highly valued by today’s over-burdened executives. Great consultants span the credibility gap by helping managers quickly get traction on solving problems and taking advantage of organizational change opportunities.

Communication versatility: Demonstrating written and verbal communication skills at all levels from the boiler room to the board room. Information must effectively cascade down through the organization and be escalated up without losing the message. Great consultants serve as a conduit for ensuring clarity and understanding of direction. In many cases they must be able to explain the nature of organizational resistance and the path to mitigating those obstacles.

Coaching the execution: Implementing change in organizations requires daily vigilance. Organizations today are faced with external market pressure, increased regulatory oversight and internal cultural and structural challenges to change efforts. This requires exceptional coaching skills – going beyond the Powerpoint presentation. Working side by side with managers to implement real solutions, not concepts, is the mark of a great consultant. Coaching the execution is working at the “tip of the spear” encouraging managers to stay on point and on strategy.

What is your experience with consultants in terms of these attributes?