What do you do if a consultant is struggling with a specific skill and needs feedback?

If a consultant is having trouble with a skill, offer friendly advice on how to get better. Figure out exactly what they need to work on and suggest ways to improve. Encourage them to learn more and practice regularly. Stay in touch to see how they're doing and offer help along the way. The goal is to help them grow and feel supported as they get better.

When a consultant struggles with a specific skill, provide targeted feedback to help them improve: Identify the Skill: Clearly define the skill that needs improvement. Observe and Gather Data: Collect examples of the consultant’s work that highlight the issue. Prepare Feedback: Structure your feedback to be constructive and specific. Focus on behaviors that can be changed, not personality traits. One-on-One Discussion: Arrange a private meeting to discuss your observations. Ensure the setting is supportive and non-threatening. Offer Practical Steps: Suggest actionable steps or training resources to improve the skill. Set Goals and Follow Up: Agree on measurable goals and set a timeline for improvement.

From my experience, I would focus on being very specific when giving feedback of what needs improvement. I would focus on the behavior and not the person. This helps to keep the feedback constructive and actionable. I would make sure to offer what we call "the feedback sandwich" - starting with positive feedback to acknowledge strength, then provide some pointers to where they can improve, and finally ending with a positive note, reaffirming confidence in their abilities.

Seek Feedback: After identifying the skill you need to improve, actively seek feedback from colleagues, mentors, or supervisors who excel in that area. Ask for specific, actionable advice. Be open to criticism and approach the conversation with a mindset focused on learning and growth. The objective is to gain insights that will help you enhance your skills, not just to receive validation. This approach is vital for professional development.

Reflection takes time, effort, and honesty. However, during the initial days blunt honest feedback can cause self-doubt or discouragement to the team member. As managers and partners, one must be measured as well as objective with the feedback. Furthermore, assigning a senior peer on the task and ensuring that the feedback cum mentoring sessions with the peer are scheduled on calendar and followed through. As any feedback is valuable only when acted upon.

Monitor Progress: Regularly track your improvement by setting intervals to review your advancement in the skill. For example, if improving presentation skills, schedule monthly presentations with feedback sessions from your mentor. This can include follow-up discussions with those who provided feedback or self-assessments against established benchmarks. Monitoring your progress is crucial to confirm you're on the right path and to adjust your development plan as needed. This ensures continuous growth and effective skill enhancement.

First, it's essential to approach the consultant with understanding, empathy, and a genuine desire to help. Second, don't assume you know what's going on, the reasons, or the cause. Third, ask the right questions and listen. Then, together, you could provide constructive feedback, including identifying areas for improvement, suggestions for development, and support or resources to help them strengthen their skills.