Life is about relationships.
With this in mind, leaders should always consider how well external consultants (your support providers) fit into your organization’s systems.
If you are considering working with external consultants, ask yourself these questions:
- What is the best way to capitalize on the opportunities that will create a better company environment based on the consultant/vendor’s expertise and the synergy between the two of you?
- Do your current consultants/vendors respect the protocols and systems within your organization, and then help it move into a new and better paradigm?
Below are four employee performance areas where external collaboration with consultants / vendors can be helpful:
- Hiring / identifying “best fit” candidates.
It is extremely helpful to have a second pair of (objective) eyes when considering candidates. This is achieved by creating job descriptions that include which competencies, behaviors and skills are necessary for a successful fit. Hiring is one of the most challenging jobs, and external consultants and test vendors are a great resource for providing an objective sounding board via assessment debriefs. - Succession planning.
Through coaching and assessments, employees will be supported to grow in their expertise and skills by identifying:
• Where the employee presently fits best
• Where the employee will fit best in the future
• How to best help them move from point A to B
Support as employees develop their plan of action, in turn, will provide them with a reason and vision for what they are doing and where they are going. Goals are extremely important in establishing their purpose at the company. - Coaching.
External coaching provides a safe sounding board for people in any type of leadership, management or sales role. This type of support typically focuses on behavioral changes necessary for ongoing performance, help in refocusing and/or energizing someone who may be burning out, or working with someone in an upward transition into a new position. External coaches should provide a safe place for leaders to vent and strategize without fear of backlash. - Coaching the coaches.
External support for your internal coaches provides feedback, perspective, and helpful strategies and tools. It also provides a safe, objective sounding board as externals are removed from day-to-day interactions and peer pressure.
Developing ongoing solutions that involve talented individuals (internal and external) is a powerful paradigm. In this supportive relationship, respect and trust are built. Internal leaders are supported as they develop and learn new perspectives and skills, which provide a higher level of confidence and expertise.
There is a certain amount of energy created from internal and external collaboration — and more energy is always good!