Here's how you can build a high-performing consulting team by considering key factors.

Building a high-performing consulting team starts with clearly defining roles for each member. Begin by assessing the specific skills and expertise needed for your projects, ensuring that each team member's role aligns with their strengths. Clearly outline responsibilities to avoid overlap and confusion, enabling team members to focus on their tasks. Establish clear expectations regarding deliverables, timelines, and communication protocols. Encourage collaboration by fostering a culture of mutual respect and shared goals. Regularly review and adjust roles as projects evolve to ensure continued alignment with objectives, leading to enhanced efficiency and project success.

Building a high performance team is to bring together members with different but complimentary skills and clearly defined roles to create project impact. The people you bring in should have the inherent potential / learning appetite to foster and evolve in the environment offered to them to maximize their potential. Once established, the environment should provide an opportunity to either pick up a complimentary skill or advance and expand their current skillset. The leader of the team needs to be broad-thinking to accommodate the needs, aspirations and provide complimentary skills to drive and motivate the team to enhance performance, collaboration and growth.

There are two important aspects here: - Clarifying expectations right from the start - Getting to know specific needs and aspirations of your team members. It then sets you up for defining roles and responsibilities clearly. And delegating meaningful work by aligning project purpose with specific needs of your team members.

Clearly defining consulting team roles is crucial for efficiency and effectiveness. Each member must understand their responsibilities and how they contribute to team objectives. This clarity prevents overlap, reduces confusion, and fosters accountability. Well-defined roles enable specialization, amplify collective expertise, and ensure clients receive informed guidance. Precise role definition creates a cohesive unit, driving exceptional results and elevating your practice's reputation

When recruiting for your consulting team, prioritize candidates who possess a harmonious blend of technical expertise and soft skills. Emotional intelligence, problem-solving prowess, and effective communication are equally essential as professional qualifications. Seek adaptable and growth-oriented individuals who can navigate the evolving consulting landscape. By hiring well-rounded talent, you'll foster a collaborative and resilient team capable of delivering exceptional results and driving long-term success.

A strong, collaborative culture is the cornerstone of a high-performing consulting team. Consulting teams are tasked with solving complex client problems and delivering exceptional results. To achieve this, they must foster an environment that encourages innovation, teamwork, and continuous learning. Diversity and inclusion are essential components of such a culture. In my experience, consulting teams that encourage open dialogue, support risk-taking, and reward innovation consistently outperform those that are more hierarchical or risk-averse. By creating a culture that values learning from failures and embracing new ideas, you can empower your team members to reach their full potential and deliver exceptional results for your clients.

Since my company is deeply involved in international business, culture plays a pivotal role for us. We navigate national and organizational cultures, as well as those of our vendors, partners, and clients. There's also the unique culture of each leader and employee within the company. As you can see, it’s a complex yet enriching topic, offering a valuable source of innovation through this diversity. Cross-cultural understanding, tolerance, and empathy are essential for achieving high performance in such varied contexts and teams.

A high-performing team flourishes in a culture that prioritizes collaboration, open communication, and mutual respect. By cultivating an environment where team members feel valued, empowered, and encouraged to share their insights and expertise, you'll unlock the full potential of your team. This positive culture fosters a spirit of innovation, creativity, and collective problem-solving, leveraging diverse perspectives to drive exceptional outcomes. When team members feel invested in and supported by each other, they're more likely to deliver outstanding results, exceed client expectations, and drive business success.

I am a firm believer of having diverse thinking within the team. A homogenous team runs the risk of having blind spots thanks to group think, missing a key element to solving an issue, and how boring to be surrounded and working with clones of yourself! Diversity of thought brings new ideas, experiences, and thought processes together. As you bond and work together, it can genuinely result in innovative thinking as you rift off each other, and create something unique based on your collective experience.

As CEO of a mid size company we couldn't attract the best talent. However I realized there were 2 things I could do: 1. The best talent sometimes have personal issues which large companies would not accommodate. But being mid-sized, we could be flexible and absorb them. This had a powerful impact, because given freedom, such talent could rise fast and make a big impact. 2. Use the talent you've got in the areas that match their capabilities. Instead of fitting people to roles, I began modifying the roles themselves to suit the talent I had. 3. Average talent + high motivation + outstanding ideas > Best talent + low motivation + ordinary ideas. By pushing ourselves to come out with great ideas, we were soon beating the biggies.

Un consultor no puede bajar la guardia en su aprendizaje continuo, debe animar al equipo a hacerlo de manera continua, ya que ahora de manera más frecuente nos acecha en intervalos de tiempo más reducidos: 1.- Los cambios tecnológicos. 2.- La diversidad en el factor de los RRHH. 3.- La llegada de la I.A. 4.- La implementación de la Neurociencia en el conocimiento del producto y en la gestión de personas. 5.- Las nuevas formas de ventas y de impacto sobre el cliente. EL consultor no puede dejarse llevar por su experiencia, debe seguir acumulándolas para ayudarse en la mejora personal y en la prestación del servicio consultivo.