Send to KindleI recently heard some advice that I thought was amazingly simple; before hiring a coach, consultant, or speaker on the subject of leadership, check to see if he or she actually has any leadership experience. Simple, yet often ignored! Lest you think this is just a rant on my part, (okay, maybe a little) here are some tips for seeking leadership training.
1. Clearly define what it is you’re really looking for. Do you need coaching for executives, or training for managers? Those are actually fairly broad categories so narrow it down some. For instance, do you need to train mid-level managers, first time supervisors, or maybe new executives? Each of these categories requires a little different approach. You need to know specifically what your needs are before you can decide on someone to fill those needs.
2. Start by looking for candidates who are experts in the area of your need. Not all trainers have expertise in all areas. For instance, I do not coach CEOs on how to be a CEO, but I do work with them to develop effective leadership development programs. Also, your candidates may have expertise in more than one area, but be cautious about those who profess to be all things to all people.
3. When you’ve found some potential trainers, take a hard look at what they bring to the table. Specifically, check out three areas.
a. What is the person’s experience? Does your candidate have substantial experience as a leader themselves or have they just read a few books? Is their resume heavy on academic achievement and light on real world experience? That isn’t to say that academic achievement should be ignored, but you’re most likely looking for someone who has also dealt with the complicated issues of the real world.
b. Does your candidate have a body of work that shows he or she is thoughtful and doesn’t just follow the pack? What is often presented as the latest and greatest is usually neither.
c. Is your candidate a single operator or part of a larger company? Either one might work for you but you should know this up front.
By now, you should have narrowed your search to two or three candidates. So it’s time to ask the last questions.
4. What sort of package does the candidate offer? Does he or she offer to provide a comprehensive service? A single speech or workshop will have some value, but real success comes from follow-up which should be part of the overall package.
5. Does your candidate offer any kind of guarantee? If they don’t have confidence in their service, why should you?
When you’ve considered these five questions, you are prepared to make a wise decision on hiring a trainer, coach, or consultant.
