Corporations vying for the top spot in the marketplace realize the importance of attracting and retaining the best leaders in each particular field. Talent scouts are looking for candidates who sparkle with substance and bring more than good interviewing skills to the table. And, pro-active companies are willing to invest in their new or future leaders and provide coaching and training throughout the journey.
Many things are changing about managing the workforce and guiding leadership. Instead of insisting that a leader have the hands-on ability to perform every job function of the employees they govern, the realization is that the ability to successfully lead is a skill set of its own, and works across the board. Micro-management, and getting caught up as a victim of "the Peter Principle," are time-consuming mistakes that modern companies are unwilling to make, and thus are changing their patterns.
Why consultants are important
Consultants are an important part of Human Resource management in these times of heavy competition for positions. Often, the first path elected by a consulting firm is not the best fit for the business, so exploration of styles and recommendations should include top managers and the leaders who will be trained in the new processes. Getting input from the "front lines" is crucial in establishing a new corporate climate that will work long-term.
Many times, development sessions allow seasoned leaders to express suggestions they have had for some time, and for which the time is now right for implementation. Sessions with consultants often validate existing management staff and allow practical application of their ideas for change. This also shows new leaders the potential for success and acceptance in their chosen company.
Why retention is important
Retention of leaders and rewarding the brightest stars is essential. People excel when they realize that their employer values their work and their ideas, even if those ideas are unable to immediately be put into action. There is a trend in the workplace for creating a flattering organizational structure, even if only in terms of greater access to ideas in both direction, from top leadership down and from entry-level upward. The stereotype that administrative directors exist only to make decisions alone or to dole out punitive measures is a misconception in successful businesses. There is a partnership that needs to exist for businesses to rapidly keep pace with consumer expectations; realizing that their workforce represents and in fact is the consumer whose needs and desires fuel development and competition gets that partnership started.
Once a decision is made about the best strategy for improvement, companies are now willing to continue to invest in the training and coaching of leadership on an ongoing basis. This keeps the goals realistic and in sight and reinforces successful strategies for managing more complicated employee problems.
Just as important is top leaders having access to the corporate trainers or consultants over time. An objective third party can assist in the ability to continue to recognize true superstars and allow them to flourish and become the examples of what others can achieve.
Article sources
https://en.wikipedia.org/wiki/Peter_principle