Selection and Development of Professional Staff in Strategic

Selection and Development of Professional Staff in Strategic Consulting Organizations C. Randall Powell Strategic Consulting A Unique Environment STAFF SELECTION STAFF DEVELOPMENT

Mission Statements To help our clients make positive, lasting, and substantial improvements in their performance. Client Partnering To build a great institution that attracts, develops, motivates and retrains exceptional people.

Global Consulting Networks SERVE MANY DIFFERENT INDUSTRIES

The Engagement Mix (Functional Distribution) Operations Organization • Re-engineering • Reorganization • Process Design • Matrix Organizations • Logistics/Distribution • Functional Reorganization • Global Sourcing • product SBUs Marketing/Sales Strategy • Innovative Launches • Competitive Response • New Product Development • Produce Portfolio • Co-Marketing • Alliances • Sales Force Strategies • Acquisitions/ Mergers • Service Strategies Finance Information Technology

A Growth Industry Employees

Problem Solving Approach 4 Key Features • Top Management Viewpoint/Strategy • Fact Based/Objective • Teams/Consolidation Experts • Implementable Realistic Recommendations

Staff is Key • Proven experts with experience (Partners) • Staff contacts with clients (Sales/Engagements) • Entry Consultants/High Potential • Analysts • Support Staff

The Team Approach Partner Associate Engagement Manager Junior Associate Outcomes/ Recommendations Client Team Members

Consulting Candidate Credentials • Intellectual Capacity • Presence • Practical Orientation • Communication • Quantitative Comfort • Empathy • Creativity Problem Solving Personnel Impact Leadership Presence Drive Energy • Personnel Initiative • Excellence • Teamwork • Top Standards • Entrepreneurship • Excitement • Persistence

Recruiting Process • Recruitment Talent Search (paper/web) • Initial Interviews • Round 1 (minimum 1 hour) • Round 2 (all day events)

Recruiting Process • Recruitment Talent Search (paper/web) – Cover letters – Top schools – Resumes – Networks – Academic records – Continuous

Recruiting Process • Initial Interviews – 30 - 60 Minute – Facilities – Campus – Airport – Web teleconference – Telephone

Recruiting Process • Round 1 (minimum 1 hour) – 2 -3 Senior Associates Campus – Focus on experience and education – Behavioral based questions – Case interviews

Recruiting Process • Round 2 (all day events) – 2 -3 Senior Partners – Committee/team choice – Case or Assessment Center involvement

Interview Probing Techniques • • • Tell me about prior responsibilities. Discuss past project assignments. How did you organize this particularly project? How did you establish priorities? To whom did you assign specific responsibilities? What was your time line for intermediate and final deliveries? Give an example of a major problem situation that arose. How did you solve the problem? Exactly how did you handle a serious manager problem in performance? • What happened after your recommendations? • How did you feel about the total experience?

Consulting Career Path Partner Election Large Project Manager 2+ years Engagement Manager 2 -3 years Associate 2 -3 years Client Acquisition Leadership Development Client Relations Competence Building Engagement Management Skills Basic Consulting Skills Junior Associate 1 -2 years

Skills Development • • • Knowledge Centers Crash mini-MBA Courses Communication Skills Influencing Styles Engagement Leadership Industry Workshops Functional Workshops Technology Training Client Relationship Development Negotiating Skills

Development Process Learning Training Evaluation Coaching PROGRESS OVER TIME

Learning Through Working Multiple roles Consistent mobility Client Projects Client Development Practice Development Office Activities Industry focus Engagement types

Standard Training Courses • • • Basic Accounting and Finance Communication Skills Economic Analysis Interpersonal Skills Team Building Leadership Training Management and Organization Marketing Tools Technology Tools

Coaching/Mentoring (Informal and Formal) Assigned Mentors Client Feedback Staff Feedback Engagement Team Guidance Manager Development Informal Mentors

Formal Evaluation Project 1 Project 2 Project XX Engagement Performance Reports Semi-Annual Performance Reviews • Previews Projects • Current Engagement Progress • New Development Goods • Proposed Engagement Experiences

Interlinked HR Process Recruiting People nin g ts en Re nm wa sig rds As Pe rso na l. T rai l nta me lop g ve inin De Tra Engagement Performance