How can you help your Consulting team members grow?

The consulting team must work with a team spirit without any ego ,must continously learn ,n evolve, must learn from customers n clients , adapt ,adopt their perspectives into their consulting services for better n effective results, new technologies n appreciate the pragmatic approach n tune for advancement, limited value must be given to old legacy which may not stand the test of times which continously keep changing

Offering mentorship, providing constructive feedback, and creating opportunities for continuous learning are just a few ways we can ensure their professional development.

Helping your consulting team members grow is essential for the success of both individuals and the overall consulting practice. Here are strategies to foster the growth and development of your consulting team: Establish Clear Expectations: Clearly communicate expectations regarding performance, goals, and professional development. Provide a roadmap for career progression within the consulting team. Encourage Continuous Learning: Create a culture of continuous learning. Support team members in attending workshops, conferences, and training sessions. Encourage them to pursue certifications or further education in relevant areas.

Offering mentorship, providing constructive feedback, and creating opportunities for continuous learning are just a few ways we can ensure their professional development.

This is the customer facing role, communicate a lot with stake holders. So other than opportunities, there will be a lot of challenge. So, in my experience to grow my team: - Establish clear roles, responsibilities and expectations to each member - Provide on the job training with on-going projects - Empower them with new projects, start from small, enough complex to apply what they learned and empower them to make a decisions - Team meeting with knowledge sharing and projects discussions each weeks - Active listening and feedback - Build team spirits with support and sharing

By being self-aware, acceptant of diverse thinking (divergent/convergent), provide coaching and mentoring through guided open questions, materials, provide constructive feedback and foster creativity. Regardless the level, it’s important to make your peers feel important, heard, listened to, seen.

I believe supporting your team's career growth involves offering access to training via partnerships with platforms like Udemy. It's crucial for organizations to track skill updates and motivate team members to use the skills portal regularly—ideally after project completion or at least every 6 months. Additionally, we should motivate our team to pursue specific certifications as stepping stones toward their success.

Some of the key competencies that a team of consultants should have are: (1) Curiosity (learning about new sectors and organizations, understanding the needs of organizations and individuals is only possible with intrinsic motivation) (2) Patience (Consultancy is like solving a puzzle, a seemingly complex puzzle can only be solved with focus and patience). (3) Research (The task of the consultant is not to know everything, but to be able to gain in-depth knowledge on every subject through effective research) (4) Systematic and holistic thinking (Consultants should be able to design systems for lasting and sustainable results). Mentoring and training support to develop these 4 skills will increase your team's competencies over time.

There are two motivators - intrinsic motivators which come from within (inside you) and are extremely powerful and extrinsic motivators which are external such as bonuses, incentive. I favor intrinsic motivators as long lasting. Powerful intrinsic motivators include assigning moments at the beginning of each meeting where you pair people up and they each share good things of progress that are going on. Maybe a call. A contact. Etc. You can also organize masterminds every 3 weeks within your group, groups of 6 people, each has 2 minutes to share sucess to date, 2 minutes to share a struggle and 8 minutes to get tips and ideas. This allows people to celebrate, get ideas, feel connected and move forward. And they feel progress.

Developing our team is one of the most rewarding activities I have done in my Consulting career. I believe each individual has an unique set of skills, strengths and opportunities. The approach deployed should be tailored to each individual focusing on: 1 - What is the individual aspiring career in Consulting and how we can help? 2 - What are the foundational skills and learnings the individual may benefit? 3 - How we provide the individual desired opportunities to support their career goals, objectives and growth? If we are able to understand the above, the rapport developed with each individual will enable greater transparency and levels of trust. In the end of the day, is about our team is caring for each other with actions:)))

Some quick thoughts - provide them a space where they have the freedom to fail and independence to learn - show faith and provide them a long rope where there is potential in the talent - accelerate learning by cross connecting the team members and foster a relationship where they share their experience with each other - make a more collegial atmosphere where difference of opinion is encouraged - reduce hierarchy to foster innovation and creativity