You guessed it! Day 4 of questions I get asked the most about what I do:
Q: What kind of consulting do you do? (part 2)
A: Executives call me when they want to work on their culture. Often nothing is "broken" but they know how important culture is to employee engagement and retention and they want to be intentional about it.
OR
They just went through a merger or acquisition and want to work on the integration of the new firm.
As someone who has extensive experience doing both AND is certified in Change Management, there will be nothing superficial or "canned" on this engagement.
I have many approaches and tools to pull from based on what is happening. These include specialized employee engagement surveys with extensive data analytics (by partnering with an organization that does this for a living), action planning with teams based on those results, defining expected behaviors, focus groups/listening sessions, "stay" interviews, etc. And weaving it into the framework of the organization's evaluation process, recruitment and development processes, etc.
And there is more that I assist organizations with. Because that toolkit is extensive, including Lean Six Sigma, Project Management, etc., there are many roles I can take on. That prevents the organizations I have created relationships with from needing to bring in additional consultants. I get to know the business and people well and when that trust is there, we can get things done.
So why hire an independent consultant over a larger firm? I'll cover that one tomorrow.
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