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Chapter 13 14

The document discusses factors important for building a successful consulting practice, including selecting consulting staff with the appropriate academic credentials, experience, and personal traits. It emphasizes that consultants must continuously improve their knowledge and skills through continuing education programs to remain effective. Senior consultants should have technical skills, executive maturity, and play key roles in developing clients, managing projects, and training junior consultants. The success of a consulting practice depends on developing a qualified staff and good management techniques.

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sean dale porlares
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56 views

Chapter 13 14

The document discusses factors important for building a successful consulting practice, including selecting consulting staff with the appropriate academic credentials, experience, and personal traits. It emphasizes that consultants must continuously improve their knowledge and skills through continuing education programs to remain effective. Senior consultants should have technical skills, executive maturity, and play key roles in developing clients, managing projects, and training junior consultants. The success of a consulting practice depends on developing a qualified staff and good management techniques.

Uploaded by

sean dale porlares
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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The single most critical function of Three-parts of person description:

management in building a successful


consulting practice is selecting and developing  Academic credentials
the consulting staff.  Experience
 Personal traits and characteristics
People selected to represent the consulting
firm: Effective and successful consulting will have
people with:
 The level of success
 The rate of growth  Consulting skills
 The future of consulting process  Technical skills

A consultant who does not improve in Senior consultants should have:


knowledge and expertise will soon become
 Technical skills
obsolete
 Executive maturity
Consultants are composite of:
Senior consultants are valuable assets
 Training because they:
 Experience
 Develop clients
In selecting consulting staff, the following  Manages projects
considerations should be observed:  Supervise and trains junior
consultants
 The kind of consulting practice
(specialist or generalist) Senior consultants involve more in:
 The targeted principal market
 Critical analysis
 The kind of image the consultant
 Conceptualization
would want to project
 Decision making
Technical specialist - has ability to
Junior consultants -more in data
conduct in-depth assessments
collection.
and critical analysis leading
to: Technical specialist:

 Decisions and recommendations  Less experienced


 Limited or no managerial experience
In small business arena, a consultant will be
 Having support role
working with:
The consultant can stay current (updated) by:
 Entrepreneurial management style
 Fewer professional staff member  Understanding the need for
(educational program)
Two-part description of position profile:
 Wanting (educational program)
 Overall role of the position  Personally committing to a structured
 Job description program
Continuing educational program should be  Level of trust in the team’s
structured with: ability

 Forethought Levels of rewards:


 Time tables
 Material
Types of training methods for personnel  Social
 Personal development
 Formal training
 Ongoing training Process of group formation for teams:
 informal training
 Formation
If one is determined to build quality  Brainstorming
professional consulting practice and  Emergence of consensus
development of good management  Performance
techniques, this will lead to:
Types of conflict in team:
 personal satisfaction
 feeling of exhilaration  Functional conflicts
 Dysfunctional conflicts (negative)
Departments -good way of organizing jobs.

 Marketing
 Finance
 Operation

Factors that influence the structure of teams:

A. Intrinsic factors
 Group size
 Stage in group formation
 Individual expertise and
specialism
 Group norms and culture
 Leadership
 Individual personalities
 Group motivation
B. Extrinsic factors
 Group task
 Resource ability
 Group rewards
 Interaction with the group

Significance of the project will vary according


to:

 Needs of the client


 Expectations

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