Hiring the right leadership consultant can significantly impact your organisation's success. With the UK's leadership development market valued at over £1.5 billion annually, selecting the wrong consultant could waste resources and stall progress. Here are 12 key questions to guide your decision:
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What is their industry experience and track record?
Look for examples of measurable success in similar organisations. -
What professional qualifications and memberships do they hold?
Certifications like CMC or CMI Level 5/7 indicate expertise. -
Can they provide client references and case studies?
Request recent references, ideally from UK-based organisations. -
How do they tailor their approach to your goals?
Ensure their methods align with your organisation's challenges and values. -
What tools and methods do they use to measure progress?
Look for scientifically validated tools like Hogan Assessments or CliftonStrengths™. -
How are outcomes measured and reported?
Ask for clear metrics, baseline tracking, and regular reporting. -
What timeline and delivery options do they offer?
Check if their programme schedule suits your organisation's needs. -
Who will deliver the sessions?
Ensure trainers have relevant experience and qualifications. -
How are costs structured and presented?
Request detailed proposals and clarify what’s included in the price. -
How do they ensure they fit your organisation?
Assess their understanding of your workplace dynamics and values. -
What are their ethical standards and data protection practices?
Confirm compliance with UK GDPR and their approach to confidentiality. -
What support do they provide after the programme?
Look for follow-up coaching, progress reviews, or additional resources.
These questions will help you evaluate a consultant’s expertise, methods, and alignment with your organisation's needs, ensuring long-term leadership improvements.
Checking Consultant Expertise
Building effective leadership starts with choosing a consultant who truly knows their craft. With only 1 in 5 managers in the UK holding recognised management qualifications, it’s essential to ensure your consultant combines formal credentials with hands-on experience.
What is their industry experience and track record?
Understanding the nuances of a specific industry can be the difference between generic advice and tailored solutions that drive real change. A consultant with deep knowledge of your sector’s challenges, regulations, and workplace dynamics will offer far more relevant strategies than someone relying on a one-size-fits-all approach.
Look for consultants who can back up their claims with concrete examples. They should be able to demonstrate measurable success in organisations similar to yours, showing how they’ve improved leadership capabilities, teamwork, and business outcomes. For instance, Alpine One GmbH, in collaboration with Boyden Germany, designed a 2-year talent programme for a leading European defence company. This initiative helped high-potential employees align their strengths with business goals using personality assessments and interactive workshops. The result? Enhanced individual growth and organisational development.
As Steve Robertson, a seasoned leader with over 35 years of experience, puts it:
"With over 35 years of leadership experience across diverse industries, Steve has seen firsthand how emotionally intelligent leadership transforms organisations and people's lives."
What professional qualifications and memberships do they hold?
Formal qualifications act as a reliable benchmark for quality in the consulting world, complementing practical expertise. In the UK, certifications from recognised bodies like the Chartered Management Institute (CMI), the Management Consultancies Association (MCA), or the Institute of Consulting (IC) can help identify top-tier professionals.
The Certified Management Consultant (CMC) certification is an internationally recognised standard, showcasing both technical expertise and ethical practice. Similarly, CMI qualifications, such as the Level 5 and Level 7 certifications in Management Consulting Practice, cater to consultants at different stages of their careers. These qualifications, developed in partnership with the MCA and IC, are designed to meet the skills employers need. Mark Talbot ACMI from ADAS UK Ltd highlights the importance of these credentials:
"I want to prove that I have the ability to undertake my managerial role and experience supports this. But there is also the need to belong to a professional body and to prove that you have undertaken study in your chosen area."
Elevation Learning, a CMI Registered Training Centre, offers pathways to achieve these qualifications. Recognised as the Most Outstanding Centre and a finalist in the CMI Management and Leadership Awards in March 2023, they provide both in-company and open programmes to help consultants achieve their Level 5 and Level 7 certifications.
Can they provide client references and case studies?
Client references and case studies are invaluable when evaluating a consultant’s effectiveness. The best consultants maintain detailed case studies that outline their methods, the challenges they tackled, and the results they delivered. Look for tangible improvements in areas like profitability, productivity, employee engagement, and retention.
When reviewing references, focus on examples from UK-based organisations. This ensures the consultant has a solid grasp of British workplace dynamics, employment laws, and regulatory requirements. Ideally, they should provide at least three recent references from organisations of a similar size and complexity to yours.
Once you’ve reviewed their expertise, the next step is to assess how their methods align with your goals.
Understanding Methods and Approach
Once you've confirmed a consultant's credentials, it's time to dive into their methods. A skilled leadership consultant ensures their approach aligns with your organisation's specific challenges and values.
How do they tailor their approach to your goals?
The best consultants steer clear of cookie-cutter solutions. They start by deeply understanding your organisation - its challenges, culture, and goals - before crafting a tailored strategy. For example, Culture Consultancy employs a diagnostic process that examines team dynamics, communication, trust, and decision-making. This groundwork enables them to co-create plans that strengthen unity, clarity, and cultural leadership within senior teams. One UK-based technology firm saw a 20% boost in employee engagement scores following this process.
A consultant's role also involves helping you define the cultural traits needed for success, whether that's agility, customer focus, or innovation. These values should then be woven into the fabric of the organisation. As People Insight explains:
"This isn't a one-size-fits-all approach - it's about identifying the combination of culture styles that will help your organisation thrive."
Similarly, The Happy Business School emphasises a bespoke approach:
"Consulting can look different for each organisation and I'll work with you to find a solution that's just right for yours."
Crafting tailored solutions is only part of the equation. Consultants also need robust methods to track and measure progress.
What tools and methods do they use to measure progress?
A customised strategy is only as good as the tools used to monitor its success. With 42% of companies lacking a formal leadership competency framework, it's crucial that consultants utilise scientifically validated tools to assess progress. These tools often include personality assessments, behavioural evaluations, leadership skills assessments, and cognitive ability tests. Each targets a specific aspect of leadership development.
For example, tools like Hogan Assessments and CliftonStrengths™ are widely recognised for their ability to deliver reliable insights. In 2023, Quarterdeck used a leadership behaviours framework to help a UK client align leadership competencies with organisational goals. This framework clearly defined the behaviours, skills, and competencies required for success.
| Assessment Type | What It Measures | Best Used For |
|---|---|---|
| Personality Assessments | Aspects of personality driving behaviour | Understanding leadership style |
| Behavioural Style Assessments | Patterns of observable behaviour | Leadership development and team dynamics |
| Leadership Skills Assessments | Skill proficiency and gaps | Training needs analysis |
| Cognitive Ability Assessments | Problem-solving and mental abilities | Selection and succession planning |
With these tools in place, the next step is ensuring outcomes are effectively measured and reported.
How are outcomes measured and reported?
Progress measurement needs to go beyond vague feedback. Consultants should define clear, measurable metrics and deliver regular reports that show tangible results. Research shows that organisations with high leadership effectiveness can outperform competitors by up to 3.5 times financially. Companies with strong leadership programmes often see shareholder returns nearly five times higher than those with weaker ones. Yet, only 21% of learning and development teams actively measure their impact on business outcomes.
A thorough consultant will set baselines, track progress throughout the programme, and evaluate results afterward. Regular pulse surveys can provide ongoing insights. According to the ICF, companies investing in coaching report an average return of seven times their initial investment.
For instance, Let's Talk Talent has worked with leading UK organisations to deliver measurable results. Richard Flood, Talent Development Director at Liverpool F.C., shared:
"The team at Let's Talk Talent played a key role in our senior leader succession planning programme through the delivery of best-in-class assessment tools, development planning and coaching that helped set our leaders up for future success."
Nick Jones from CBRE also highlighted their impact:
"The insights gained from their approach were highly practical and incredibly insightful."
Checking Programme Delivery and Costs
Understanding how a consultant delivers their programme and structures their costs is essential for making an informed choice. These factors can influence your budget, scheduling, and the overall effectiveness of the programme.
What timeline and delivery options do they offer?
Leadership programmes come in various formats and durations. Some are short and intensive, while others are spread over months, allowing participants to gradually integrate new concepts.
For example:
- The Cambridge Advanced Leadership Programme is a three-week, face-to-face experience priced at £28,000 + VAT.
- The Happy Leadership Programme offers flexibility with eight 3-hour online sessions held fortnightly or four one-day classroom sessions, costing £3,240 (excluding VAT).
- Tavistock Consulting's Leadership Development Programme is delivered over five days, split into three modules. Pricing details are not specified.
- The Warwick Business School (WBS) Executive Leadership Programme spans 5.5 days on a part-time basis, priced at £10,750.
| Programme | Duration | Format | Price |
|---|---|---|---|
| Cambridge Advanced Leadership Programme | 3 weeks | Face-to-face | £28,000 + VAT |
| Happy Leadership Programme | 8 days | Online or Classroom | £3,240 (ex. VAT) |
| Tavistock Consulting Leadership Development | 5 days | Three modules | Not specified |
| WBS Executive Leadership Programme | 5.5 days | Part-time | £10,750 |
When reviewing delivery options, think about whether the consultant's schedule aligns with your organisation's needs. Many programmes now offer blended formats, combining online and in-person sessions. These may include self-directed assignments and online resources to complement live sessions. The choice often depends on your goals: shorter programmes can create immediate momentum, while longer ones provide opportunities to apply skills in real-time and receive ongoing support.
Who will deliver the sessions?
The success of a leadership programme heavily depends on the expertise of the trainers. It's important to confirm who will lead the sessions and whether their qualifications align with your expectations.
For instance, MTD Training provides clear details about their trainers:
- Mark Williams, a Senior Leadership Trainer with over 25 years of experience, has worked with organisations like Peugeot, Citroën, and Jaguar Land Rover.
- Helen Hamilton, with a CIPD Certificate in L&D and more than 20 years of experience, has supported clients such as the NHS, Age UK, and Thorntons.
- José Ucar, a global leadership trainer with a CIM Diploma in Marketing, is also a TEDx speaker and uses certified coaching techniques.
When evaluating trainers, ask whether they are part of an in-house team or external associates. You might also request further details about their qualifications and arrange short meetings to assess their communication style and compatibility with your organisation.
How are costs structured and presented?
Transparent pricing is critical to avoid unexpected expenses. Costs can vary based on programme length, delivery format, number of participants, and the level of customisation.
For example:
- The Happy Leadership Programme costs £3,240 (excluding VAT).
- The Cambridge Advanced Leadership Programme is priced at £28,000 + VAT.
When reviewing quotes, ensure you know what is included. Key considerations might include:
- Pre-programme assessments and materials, such as workbooks or online tools
- Follow-up support, like coaching sessions or progress reviews
- Travel and accommodation costs for in-person sessions, especially for organisations with multiple locations
- Cancellation or rescheduling policies
To avoid confusion, request a detailed written proposal that itemises all costs. This not only aids in budget planning but also reflects the consultant's professionalism and attention to detail.
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Checking Fit and Compliance
After evaluating expertise, methods, and delivery, it’s essential to ensure the consultant’s values and compliance practices align with your organisation and adhere to legal standards.
How do they ensure they fit your organisation?
A skilled leadership consultant should demonstrate a thorough understanding of your organisation’s culture and challenges. They’ll likely ask detailed questions about workplace dynamics, diversity initiatives, and existing leadership structures before offering any tailored solutions.
Seek consultants who prioritise inclusive leadership practices and can adjust their approach to reflect your organisation’s commitment to diversity and equality. In the UK, this is particularly important due to the focus on workplace equality and the legal obligations outlined in the Equality Act 2010.
An initial discovery session or consultation can be invaluable in assessing the consultant’s ability to grasp your organisational culture and communicate effectively with your leadership team. Following this, it’s crucial to evaluate their data protection and ethical standards.
What are their ethical standards and data protection practices?
Data protection compliance is a critical factor when selecting a leadership consultant, as they’ll likely handle sensitive information about your employees and organisational strategies. Under UK GDPR and the Data Protection Act 2018, consultants are required to process sensitive data securely and transparently.
"The GDPR requires that personal data must be processed securely using appropriate technical and organisational measures."
Ask potential consultants to provide a detailed explanation of their data protection policies. They should clarify how they ensure personal data is processed fairly, lawfully, and transparently, and how they limit data collection to what’s necessary for the programme’s objectives. Key areas to explore include their technical measures - such as encryption, secure storage systems, and controlled access to sensitive information - and organisational practices like staff training and clear procedures for handling personal data.
Securing written assurances about their data protection practices is essential. A data processing agreement outlining their responsibilities can safeguard your organisation, especially since violations can lead to fines of up to £20 million or 4% of annual turnover.
In terms of ethical standards, consultants should clearly outline how they maintain integrity throughout the programme. Look for well-defined policies on confidentiality, conflict of interest, and professional boundaries. They should also be prepared to share their code of ethics and explain how they approach ethical dilemmas.
"Ethical compliance management combines meeting legal requirements with upholding ethical principles and values. It goes beyond just regulatory obligations to promote integrity, transparency, and accountability in an organisation's practices."
What support do they provide after the programme?
The true value of a leadership programme often emerges in the months following its conclusion, making post-programme support essential for sustaining long-term improvements. Understanding the scope of ongoing support offered by the consultant can help you maximise the initial benefits.
Many consultants provide follow-up coaching sessions, progress reviews, or access to additional resources. Some even facilitate alumni networks, allowing participants to continue learning from one another. Others might include refresher sessions or advanced modules for leaders who want to deepen their skills.
It’s important to clarify whether post-programme support - such as follow-up coaching, progress reviews, or refresher workshops - is included in the initial cost or comes with additional charges. For instance, some consultants may offer six months of email support, while others organise quarterly check-ins or annual workshops.
Also, consider whether the consultant provides measurement and evaluation support after the programme ends. This could involve follow-up assessments to track changes in leadership behaviours, employee engagement surveys, or guidance on implementing the strategies introduced during the programme. Additionally, determine their availability for addressing urgent queries or challenges as leaders put their new skills into practice.
Ongoing engagement after the programme is crucial for maintaining the progress made, ensuring that the leadership improvements deliver measurable, lasting results.
Conclusion
Choosing the right leadership consultant requires careful consideration of their expertise, methods, costs, and alignment with your organisation's values. The twelve guiding questions provided offer a practical framework to help you make an informed decision and ensure a lasting impact on your leadership culture.
A key element to focus on is ethical alignment. The consultant you select will influence your organisation's leadership strategies and values for years to come. Their approach should reflect transparency, accountability, and a commitment to your organisation's principles.
"Ethical alignment in leadership decisions refers to the practice of ensuring that decisions are consistent with ethical principles, organizational values, and societal expectations." - Aurora
Beyond practical results, it’s essential to confirm that the consultant upholds strong ethical standards and offers post-programme support. Look for benchmarking data to compare their practices with industry standards, and ensure their methods align with evolving stakeholder expectations and regulatory requirements.
Long-term support and measurable outcomes are equally important. A consultant who provides clear metrics for evaluating ethical practices and remains engaged after the programme concludes can help embed meaningful, lasting change within your organisation.
Prioritising ethical alignment not only strengthens leadership but also reduces potential legal, financial, and reputational risks. The questions you ask now will ultimately shape the effectiveness of your organisation’s leadership for years to come.
FAQs
How can I be sure a leadership consultant’s methods will align with my organisation’s goals and culture?
To ensure a leadership consultant’s approach aligns with your organisation’s goals and workplace environment, start by exploring how they assess and understand your current culture. An experienced consultant will typically rely on tools like cultural assessments, employee feedback, and interviews to get a clear picture of your organisation’s dynamics.
It’s also important to ask how they will customise their methods to meet your specific needs. A strong consultant will prioritise integrating your organisation’s core values into leadership practices, ensuring these values are consistently reflected in daily actions, communication, and decision-making. They should also focus on aligning policies and workflows with your broader strategic goals, fostering a cohesive and supportive environment throughout the organisation.
The ideal consultant is someone who can strike a balance between using tried-and-tested strategies and adapting their approach to suit your organisation’s unique culture and objectives.
How can I evaluate a leadership consultant's effectiveness and measure the impact of their programme on my organisation?
Evaluating how effective a leadership consultant is means looking for clear improvements in areas like leadership behaviour, employee engagement, and staff retention. Achieving progress towards your organisation's strategic goals can also be a strong sign that their efforts are working.
To assess the impact of their programme, pay attention to specific results such as visible changes in behaviour, greater confidence in leadership roles, and measurable business outcomes. Use a mix of leading indicators (like early feedback and participation rates) and lagging indicators (such as long-term performance gains) to ensure steady progress and alignment with your organisation's objectives.
What kind of support should a leadership consultant provide after the programme to ensure lasting improvements in our organisation?
A leadership consultant’s role doesn’t end when the programme wraps up. They should offer post-programme support to ensure the lessons learned translate into lasting improvements within your organisation. This might involve ongoing coaching, regular follow-ups, and progress reviews to gauge how the training is making an impact.
Additionally, they should create tailored development plans to tackle any new challenges that come up. This ensures the strategies introduced during the programme are put into practice effectively across your team. Such continued support helps sustain progress and encourages long-term growth in leadership skills.
