that enables a consulting relationship to work.

Create a contractual relationship or a relational contract?

“Relationships of trust depend on our willingness to look not only to our own interests, but also the interests of other.” Peter Farquharson, Early 20th century English cricketer

Even if you’re hiring day labourers, a company wants its money’s worth or more. Although many consultants are hired on a short time scale, their organisational “fit” is essential. One of the best ways to ensure fit is by knowing the company and its needs as well as the needs of the project or intervention that the company needs. When a company insists on a detailed contract they often get just what they negotiated and nothing more. My belief is that it’s vital to keep your “eyes on the prize.” What is it that the company and the specific client(s) want to get out of the relationship? Contracting is where you ensure that the commitment and professional expertise are there. There’s an old American saying that could apply to contracting, “Good fences make good neighbours.” By setting up the parameters in contracting the participants are then free to do more but not less.

It is vital that those who are doing the consulting be part of the contracting phase. If the person who initiates the engagement is the “finder” but doesn’t do the work it may not be a good idea. That also goes for having a “minder” and a bunch of “grinders” whom you don’t know well. If you contract with the experienced folks there is not enough pay-off from the rookies. It’s vital that you get to know the consultant(s) you’re using before, during and after the consulting engagement. Though the consultant(s) may not be employees they should be treated as if they are personally responsible. As an independent consultant, and previously as a corporate buyer of consulting services, I have found that independents are often the best choices. There have been at least a dozen situations when I’ve been called in after someone from a consulting firm hasn’t delivered what was expected. Don’t forget that you are hiring the person and not the company.

The way that a (firm) approaches contracting is revealing. Are they happy to spend as much time as it takes in this phase? The time that it takes to contract and work with the company representative who is doing the contract is part of the big “bucks” that consultants charge. Part of the contracting should be a negotiated “package”, or programme price. Part of the package price is that the should not be charging for every small cost like taxi fares for local work.

The package should include written information that is necessary for the process to work. That might mean something in writing that can serve as a roadmap for clients to follow as they work with consultant. A report at the end of the consulting process is not one of the worthwhile things to pay for. When the has left, the report is rarely of use. It may feel good to get one but often goes on a shelf after the consulting engagement is finished.

Most of all, I believe in generosity of spirit on the part of the and the company. That means giving more than the contract stipulates when it’s needed. That means consultants occasionally giving more consulting time, without extra fees, for those who need it and the company staying supportive and flexible with the needs of the consultant. In other words, the parties involved should be responsive to the other’s needs. Over time, this kind of attitude breeds trust.

Being a is a bit like being an employee for a period of time. Just the way employees “hold” the needs of their job and the needs of their company in their consciousness, an excellent “holds” clients and their needs and the work in their thinking time outside of the actual assignment time. I am constantly surprised when a client says that a workshop I gave was only six hours so they that they should not have to pay for the entire day of eight hours. How amazing is that? It may have taken days to prepare the work which may, or may not have been remunerated. Moreover, when a is at one company for six hours there is no way that two more hours can be squeezed into that day. That is one of the reasons why daily fees don’t make sense for excellent work. The other is the thinking time that involves “holding” the client in your thoughts and plans.

Be careful with one-trick ponies and “consultant creep”

“The people I distrust most are those who want to improve our lives but have only one course of action.” Frank Herbert , 20th century science fiction author

A company usually hires consultants for their expertise. In their area of expertise they need to be role models. I once hired a who was superb at educating and empowering personal assistants to maximise their potential. When she was asked by an executive to work out a conflict among a group of personal assistants she overstepped her expertise and failed miserably. It’s not uncommon for this kind of thing to happen since expertise is often specialised.

It’s also the responsibility of the to keep the company representative informed of every potential consulting request that the gets to do additional consulting. Someone in the company needs to keep track to avoid “consultant creep,” or consultants running amok around the organisation. I find that someone to vet each request, and the appropriateness of the consultant(s) for the request, is the only way to ensure the trust that you have the right person in place.

Trust comes from bringing in consultants who don’t come in with a prepared idea of the issue and the solution. Consulting companies that have “models” that they use can be guilty of this approach.

Consultants need guts rather than glory

It’s too easy for consultants to be sycophants rather than speak what they believe needs to be said to individuals of power and authority. This is not the place where executives should be told what they want to hear rather than what they need to hear and learn. It is important that a consultant, beyond an “extra pair of hands,” be responsible for moving individuals, or the culture, to take action. The trick is that the “push” needs to be strong enough to show action and gentle enough not to cause reactive “push back,” or organisational resistance. This is a major area of trust!

On the whole, mature consultants who are beyond wanting their own days of personal glory make some of the best choices. If the consulting work isn’t satisfactory it’s time to give the consultant(s) feedback. The way that they accept and respond to feedback without defending tells you a lot about their professional trust. I love adapting as a consultant. It’s wonderful to get feedback and have a chance to adapt to the needs of the company and the individual(s) involved.

Consultants who need a lot of kudos and strokes can be trouble. A can be a bit like a catalyst. They can have enormous impact for positive change yet not be part of the end result. If they need the glory they are not mature enough for this kind or work.

See more about Dr. Karen Otazo at http://www.globalleadershipnetwork.com Global Executive Coaching

Article Source: http://real-articles.com

Dr Otazo is an author, and global executive coach with 20 years in Human Resources management. She worked in multi-nationals in US, China, Indonesia, India, Francewww.otazo.com

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