Whether something isn’t working, or you can see a great opportunity, you know that something in your business has to change. So, what are your options?
Many companies approach large consultancy firms to perform an analysis. They will organise workshops and document everyone’s thoughts. They will talk in a theoretical way and at the end of the process they will present a nicely constructed slide deck telling the business what could be improved.
Whenever I found myself on the receiving end of one of these reports there were always a few things that struck me:
Why hadn’t we just asked employees directly?
Most employees will be open and honest about the good and the bad if they are given an opportunity. I always wondered if people would be more or less open when faced with a team of people they had never met before and may never meet again beyond a 2 or 3 hour workshop. I’ve never experienced my teams getting to know these consultants well enough to develop a working, and more importantly, a trusting relationship.
The solutions always felt a bit generic.
The feedback always seemed white label. If changes or solutions were going to be suggested I wanted to be sure that those giving the advice had taken the time to understand the business, not just the vision that was taken from the website, but truly understood how the company worked. If that wasn’t understood, how could they be sure that the solution would be adopted or suitable. The most extreme example I remember was a (very large) consultancy spending just 1 hour with me (they didn’t want to meet my team, just me) after which they presented back a solution to improve performance and efficiency. No prizes for guessing that they suggested we automate more tasks!
The approach was inflexible.
I’m a firm believer that standardisation works and that there are lessons to learn from the best practice of others. However, each company is unique. You cannot produce a generic solution in a ‘one size fits all’ approach. There will be nuances that need to be taken into account. There will be constraints specific to your company that need to be considered. Whilst you should stick to the core of the solution, you need to be able to adapt to these unique variances.
Even if the greatest solution had been presented, it still had to be implemented.
An arm’s length approach to implementing a change or bringing about an improvement is never going to work. I’ve seen many consultants sat in a room for weeks at a time feeding information to management teams. What’s really needed is for the consultants to be integrated into the teams they are supposed to be helping. To see first-hand what is happening, what’s working well and what isn’t. To be able to adapt the approach, think quickly and (with governance) act and change the plan if needed.
Change doesn’t stop.
The Greek philosopher Heraclitus said the only constant is change. A team of distant consultants may successfully help with the project or change. The problem is, what do you do next time? Do you spend the money again for the next project? What you really need is someone your employees can learn from. Someone who immerses themselves into your team and shares experience, knowledge and thought processes. Building a team capable and experienced in change will help your business to continually evolve and improve.
So, what’s the answer?
You could rely on your internal resources. Many companies adopt this approach as they see it as a cost-effective solution – after all, you’re already paying for these employees anyway! There is a major flaw in this approach. Unless you are already over resourced then an internal person will have to juggle their day job with trying to manage the change. Even your brightest star is going to struggle to do both of these well at the same time.
The alternative is to look small consultancies and interim professionals as they will offer a different approach. The best ones will bring:
• An ability to be up and running quickly
• The experience of actually implementing change in real life situations
• A desire to work closely within your teams and to fully understand your business
• A fresh view from outside of your company combined with experiences to share from multiple companies and industries
• A willingness to be open and honest. They have no agenda, are not trying to further their career and have no internal politics to worry about. They are uniquely placed to give an honest view
• A readiness to share knowledge and help your team develop so that your company can use your employees experience in the future
When you bring specialists into your business you are hiring the expertise and experience that you don’t need on a permanent basis. You’ve identified a need for change. However, you have a business to run. Tying up your permanent resource is not an option.
In this situation, a truly successful change can only come by finding those professionals who are prepared to immerse themselves in your business. Those who understand that you are unique and are therefore are adaptable enough help you navigate the change.